Leadership in times of uncertainty - Willingness to Learn

Imagine standing at the shoreline of the ocean, watching the tierdless waves crashing on the shores. These waves, from tiny ripples to powerful breakers, symbolised constant movements and change. Just as the ocean never rests, we also should never stop learning, to navigate the currents of life.

In the dynamic landscape of business and leadership, one trait stands out as a defining factor for progress: the unwavering willingness to learn. This trait is not confined to age, occupation, or background. It is a universal mindset that transcends traditional boundaries, shaping the journeys of individuals from students to seasoned professionals.

Willingness to learn is an intrinsic attitude, marked by an authentic hunger for new knowledge, skills, and insights.?

This article delves into the transformative power of this attitude and explores why it is not limited to a specific stage in life, but rather, it is a lifelong journey that can be nurtured and harnessed in various professional settings. The importance of willingness to learn lies in its ability to foster adaptability and anti-fragility, enhance analytical skills, and contribute to personal fulfilment by staying actionable when the path forward is not clear. It is a journey of self-discovery and development that begins with a simple choice: the choice to learn.

One of the key psychological theories supporting the concept of willingness to learn is the "growth mindset" proposed by psychologist Carol Dweck. At the heart of the growth mindset is the belief that abilities and intelligence are not fixed traits but can be cultivated and expanded through effort, learning, and perseverance. In other words, individuals with a growth mindset embrace the idea that they can become better at anything they put their minds to. “In the fixed mindset, everything is about the outcome. If you fail—or if you’re not the best—it’s all been wasted. The growth mindset allows people to value what they’re doing regardless of the outcome”. I would even go further and focus on a reframing in this context by putting the learning itself as an output that leads to personal progress that then eventually generates outcomes and impact which are up to the learner itself to judge. In this mindset the output of learning is always positive progress and the outcomes and impact stay neutral until they are put into context.This reframing and mindset will help see learning as a value driver.

Here is an oversimplified example to illustrate the concept of this mindset: Imagine two students, Maria and Julia, facing an upcoming maths test. Maria has a fixed mindset, believing that her maths abilities are limited and she is either good at maths or not. As a result, when she encountered a difficult maths problem during the test, she gives up easily, thinking “I am just not good at this.” Julia on the other hand has a growth mindset. She believes that with a lot of effort and practice she can improve her skills in maths.? When she comes across a tough maths problem, Julia sees it as an opportunity to learn and achieve progress. She does not get discouraged by initial difficulties but instead says to herself, "I may not know this yet, but I can figure it out."?

Both Maria and Julia faced the same challenging test, but their mindsets led them down different paths. Maria’s fixed mindset held her back, making her more likely to avoid challenges and give up in the face of difficulty. Julia’s growth mindset, however, allowed her to approach challenges with resilience and determination. She was more likely to put in the effort required to learn and improve.

Willingness to learn as a catalyst for change

Adopting a growth mindset is like having a superpower. It equips them with the resilience and determination to confront challenges head-on. Rather than viewing challenges as threats to their self-esteem or competence, they see them as opportunities for personal and professional progress. This superpower becomes even more valuable when it impregnates the entire company and team spirit.?

Especially in times of increasing uncertainty and ambiguity, embracing the mindset of taking on a challenge is highly relevant. What the maths test is in school or university gets a different amplitude in the context of an organisation and in a leadership role. Here it’s not about a test but the quest for positive progress and the activation towards a common goal. Holding back due to the fact that an unfamiliar situation is encountered can become the worst situation an organisation can end up in. The mindset here is, that the willingness to learn training skills which in turn lead to competence fields of leaders that can enable them to stay actionable. Hence, willingness to learn and the aligned mindset? is a core design principle of individuals and organisations to move forward.

This perspective transforms obstacles from roadblocks into stepping stones, enabling teams and companies to learn from all activities, adapt to changing circumstances, and continually evolve to meet the ever-evolving demands. It is this learning mindset that empowers individuals, teams and organisations to navigate the complex challenges of our times with an attitude of progressing.

How to get there - Three steps to take:

1. Encourage positive progress: Create an environment where the urge to move forward and deliver results is stronger than the fear of doing something wrong. Where learning and connecting the unconnected is seen as a value contributor rather than a waste of resources.
2. Promote learning: Offer opportunities for ongoing development and give options to explore something new. Leave superficial expertise behind and shape an environment in which it’s ok to say “I don’t know but I will go figure out”.
3. Support the learning itself: Help people to actually learn. In educational activities we often take the learning itself as granted and almost never question the skill of learning itself. Many people hugely benefit from a simple training on how to actually learn.

In conclusion

Willingness to learn is not just a desirable trait; it's a catalyst for positive progress. The ability to adapt, grow, and continuously acquire new skills is what forms competence fields, required to deal with the ambiguity and paradoxes of our times. Carol Dweck's growth mindset theory is just one of many psychological theories that emphasise the significance of learning as a mindset and the associated skill of learning itself.?

As team members and companies thrive in the dynamic world of business and leadership, it is vital to recognise that a collective willingness to learn might be their greatest asset. It signifies an embrace of change, a shared commitment to improvement, and the key to unlocking potentials. Whether in the ranks of seasoned leaders or among those who are just beginning their leadership journey, this commitment to learning and growth enriches the collective path towards a common goal. The world serves as the classroom, and the shared willingness to learn acts as the guiding light toward achieving new heights.

Much like the ever-changing waves of the ocean, through continuous learning, we can enhance our capacity for adaptation and growth. This way, we can tackle life's challenges like skilled surfers riding the waves of knowledge and understanding, continuously unfolding our own potential.