Learning Leaders

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Unlike traditional mentors, Learning Leaders are active leaders of change. They use their experience and the experiences of others to promote collaborative learning to help their organisation meet the demands of a complex work environment.

I call them Learning Leaders, but you may know these people as Manager Coaches or Mentors. They are people who understand the importance and power of being a fast and effective learner. The power comes from what Bill Lucas calls 'learnacy' or the ability to know how you and others learn.

The Learning Leader is tuned into the...

Conditions for change ..... the conditions that generate effective learning - such as a productive climate and emotional intelligence.

Tools for change .... the methods and techniques used to activate the learning process, such as understanding different learning styles releasing your own creativity and the task at hand.

Reasons for change .... the problem, issue or opportunity you need to focus your attention on, reflect on and is meaningful to you.

I refer to these three dimensions as 'learning circles' that can be linked together and developed to greatly improve your effectiveness in bringing about change through mentored learning in the workplace.

These are the actions of a learning organisation, one which continuously transforms itself by facilitating the learning of all its members. This enables an organisation to remain effective in an uncertain and ever changing world.

DIAGRAM

Widening the Circle of Learning

Learning can be greatly enhanced by extending it through supportive, interdependent and collaborative mentoring relationships. Learning Leaders are not trainers

Learning Leaders commit themselves to work across the organisation to identify opportunities and coordinate projects that make sure people get the experience and develop the knowledge and skills needed to grow the organisation through its people.

Learning Leaders are knowledgeable about the range of learning and training opportunities available. This puts them in a strong position to encourage colleagues to think about and address their personal learning needs to strengthen the capability of the organisation to realise its vision.

Learning Leaders are always looking to create new learning opportunities for groups of people with the same learning needs to share their experinece and knowledge for mutual benefit. Some Learning Leaders will want to facilitate collective learning activities to cross-boundaries and promote common goals..

Cultivating Learning Networks

To learn together in real work settings requires a formal process of linking the people who are responsible for ensuring that learning is exchanged. They are the people we define here as Learning Leaders.

But, making learning a natural process of mutual support, where learning becomes everyones responsibility, will obviously take time to achieve. But establishing a network of Learning Leaders creates an attractor for others to get involved.