Reflect, Grow, Act
For over twenty years, I've helped shape the understanding and transformation of organizational cultures. My recent experiences have highlighted a significant evolution in cultural development strategies, marking a transition from leader-centric models to a more inclusive view that values leaders and followers. This balanced approach could counteract the disruptive influence of "toxic geniuses," a theme I'll explore in my forthcoming book.
Additionally, my research during my doctoral journey has led to a broader understanding of culture, emphasizing the indispensable role of learning within an organizational culture's overall health. To that end, it’s become clear that effective learning isn't just about information transfer—it's a reflective process that fosters growth and action. This reflective practice is essential for cultivating productive learning environments and healthy organizational cultures.
Drawing from Dr. Schein's work, we see the importance of shared experiences in shaping organizational culture. The Leader/Follower is pivotal in establishing and communicating the underlying beliefs and values. Dr. Bandura's social learning theory complements this by showing how culture is learned through observation, imitation, and modeling within a social framework. This is where the SHOW UP, SPEAK UP AND SYNC UP STORY work becomes essential to understand.
The author John Dewey once said, “We don’t learn from experience. We learn from reflecting on our experiences.” Yet, there is a subtle but pervasive belief held within organizations that reflection is time wasted. The organizations that fully understand the value of learning through the sharing of knowledge are the organizations winning in their respective fields. Or at least they should be. Unlocking learning without effective followership can accidentally lead to a shift in power, ultimately diminishing the positive effects of knowledge sharing and learning.
As a person of influence, how practical are your learning skills? How quickly can you rethink or reframe as you navigate the learn-unlearn-relearn dynamic that faces each of us as we navigate life? If your desire to learn more is piqued, then consider our E3 Leadership Academy as a resource to accelerate your learning journey. If a nudge will work, please consider this simple hack to enhance your reflection time.
When reflecting, ask yourself (or your team) three questions: what surprised you, frustrated you, and failed you? These reflection starters help create movement. Once you have those insights, then ask: what is my growth? What might I need to reframe, reconsider, or recommit to going forward? Then, GO do it. This simple REFLECT, GROW, ACT model is an easy-to-use cadence that promotes learning.
Aristotle once said, “All people by nature desire to know.” What are you doing today to be more intentional about your learning?