Leadership for Learning
Develop people to work and learn with minimal direction. Lead by asking questions, urging people to think. Develop both systems and behavior for innovative learning, including protocols for making crucial decisions based on best available facts and data.
There's a lot more to this, of course. Innovative organizations make work "fun," at least part of the time. People fearful of making any mistake, or having ideas shot down on take off, hold back. Good ideas have to be tried. They won't all work out, but people need the freedom to fail as long as it's not catastrophic. That's how we learn.

Of course, this seems to contradict discipline when processes absolutely, positively cannot be allowed to produce a defect or permit a mistake (air bag production or bank account balance information are examples). Most people's judgment reconciles this. 




Immediately related elementsHow this works
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Compression Thinking Â»Compression Thinking
Vigorous Learning Organizations Â»Vigorous Learning Organizations
Leadership for Learning
Be a Role Model Â»Be a Role Model
Creating the Mission Â»Creating the Mission
Expect Innovation Â»Expect Innovation
Organization as People Â»Organization as People
Servant Leadership Â»Servant Leadership
Taking the Lead Â»Taking the Lead
Draw in Stakeholders Â»Draw in Stakeholders
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