Your senior executives doubt the value of continuous learning. How can you change their perspective?
Changing senior executives' perspectives on continuous learning starts with demonstrating its tangible benefits. Here are actionable strategies to help:
What strategies have you found effective in promoting continuous learning at the executive level?
Your senior executives doubt the value of continuous learning. How can you change their perspective?
Changing senior executives' perspectives on continuous learning starts with demonstrating its tangible benefits. Here are actionable strategies to help:
What strategies have you found effective in promoting continuous learning at the executive level?
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I am yet to find an organisation where senior leaders doubt the importance of continuous learning. I would not waste my time working for any such organisation where the importance of learning needs to be proven.
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Patience, Grit and Determination leads to results and that turns into belief. There’s no shortcut for building trusts. If anyone found a shortcut- it’s plain luck. Counting on luck is not a good strategy.
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Senior executives doubting the value of continuous learning? It’s no surprise—when your calendar looks like Tetris on expert mode, who has time to learn? One exec told me, “Learning? I barely have time to think!” Their packed schedules often make learning feel like just one more task. But the real magic happens when they apply new skills and see measurable results. I ask, “When was the last time learning something new didn’t help you solve a problem faster or smarter?” That’s when it clicks—learning isn’t extra work; it makes the hard stuff easier. Once they experience small wins and see progress, even the busiest execs realize that continuous learning is the edge they can’t afford to miss.
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This is biggest problem in today’s world - that we still need to “convince” execs that this is what sets us apart and the best way to counter this (or at least attempt to) is to bring data to the table. Senior leadership understands numbers, improvement metrics, impact to performance numbers, shorter learning curves etc. and this data is the game changer. Linking learning objectives to business goals based on the metrics mentioned above will automatically drive the thought from top down!
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The lifecycle of a skill is rapidly declining, it's now less the 5yrs (was 10yrs just over a decade ago), to put this into context, by the time you start a degree and then finish, the qualification is redundant. Therefore, life long learning is a must for ALL leaders, including commercial, functional and operational leaders. With the mega forces of flexibility, digital, geo-political and customer behavoours are always evolving. This requires new capabilities constantly. Therefore, it's clear that executives need to learn on-demand. A growth mindset is fundamental and requires leaders to always be willing to steer strategy and learn new ways of working and operating to successfully enable teams to succeed..
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