Since Peter Senge coined the expression "learning organization" more than two decades ago, businesses around the world have aspired to leverage learning toward agility, transformation and long-term success. And most leaders will admit that they still struggle to make this dream a reality.
But what if we reframe the conversation? What if we shift the focus from the organization to the individual? Because learning organizations are the result of individuals who possess a deeply held learning orientation and a commitment to growth. Learning organizations are the result of a workforce that shares a development mindset.
Defining "development mindset"
A development mindset is a pattern of thinking and a way of looking at the world that invites ongoing opportunities for continuous individual and organizational transformation. It’s an abundant perspective that recognizes significance that others might overlook.
Those with a development mindset appreciate that development is a state of mind, not a series of discrete activities or classes. They tend to:
Assume that they are capable of learning and growing throughout their entire careers.
Expect that there is something to be learned from nearly all experiences.
Believe that experimentation and failure are powerful, necessary and productive parts of the learning process.
Take responsibility, initiative and ownership for their ongoing growth.
Commit to helping others reach their potential.
Value feedback as helpful information to fuel improvement.
Appreciate that development is not a "one and done" activity but rather a perpetual cycle of learning, application, practice, reflection, and refinement.
|Scooped by Gordon Dahlby|