What's your approach to learning from people management innovation?

1 Identify your learning goals

Before you dive into any source of information, you need to have a clear idea of what you want to learn and why. What are the specific skills, knowledge, or behaviors that you want to improve or acquire as a people manager? How will they help you achieve your personal and professional objectives? How will they benefit your team and your organization? Having a clear learning goal will help you focus your attention, select relevant resources, and measure your progress.

2 Seek diverse and credible sources

People management innovation can come from various sources, such as books, podcasts, blogs, courses, webinars, conferences, mentors, peers, or experts. You should seek a diverse and credible mix of sources that can offer you different perspectives, insights, and evidence. You should also be critical and discerning about the quality and reliability of the information you consume. Don't just accept everything at face value, but question the assumptions, methods, and implications behind it.

3 Apply and reflect on your learning

Learning from people management innovation is not just about absorbing information, but also about applying it to your own context and practice. You should look for opportunities to experiment with new ideas, tools, or approaches that you learn from your sources. You should also reflect on your experiences and outcomes, and seek feedback from others. This will help you evaluate what works and what doesn't, and how you can improve or adapt your learning.

4 Share and learn from others

Learning from people management innovation is also a social and collaborative process. You should not keep your learning to yourself, but share it with others who can benefit from it or contribute to it. You can join online or offline communities of practice, networks, or forums that are relevant to your field or interest. You can also create or participate in learning events, such as workshops, seminars, or discussions, where you can exchange ideas, experiences, or challenges with other people managers.

5 Keep learning and innovating

Learning from people management innovation is not a one-time or linear process, but a continuous and cyclical one. You should always be curious and open-minded about new developments, opportunities, or challenges in your field. You should also be willing to learn from your mistakes, failures, or feedback, and use them as opportunities to grow and innovate. Learning from people management innovation is not only a way to enhance your skills and performance, but also a way to foster a culture of learning and innovation in your team and organization.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?