We had an interesting conversation this week about helping organizations learn how to create greater impacts in their markets.
In our workshops, we need to do a better job helping leaders undertand what new learning takes, especially when it's learning new habits rather than just information (for example, knowledge and procedures). Habits require whole different levels of learning, and uniquely so when we're talking about personal and team habits.
We have to stay mindful of how few leaders have any training in learning. Confusing information and habit learning, they can give their people a few hours for habit development that takes weeks for personal habits and months for team and multi-team habits. It is our place to educate them on more realistic expectations so they don't go into blame mode when their naive expectations go logically unmet. Our standards are far too high to do half the job.