In this short video about learning, I reference a blog post by John Hunter from 2014, which I still find incredibly relevant today.
My key point centered on the difference between managing and leading, and how we typically teach these concepts. Drawing on Dr. Edward Deming’s ideas, I emphasized that while instruction can be very direct, truly effective leadership comes from hands-on experience.
Considering today’s rapidly evolving world, developing the ability to both manage and lead requires a much deeper grasp of the intricate and ever-changing systems we operate within.
This understanding doesn’t just come from traditional teaching methods; it’s built through personal experience, learning from our mistakes, and appreciating how everything within a system connects.
I argued for a learning approach that equips individuals to spot emerging patterns and potential problems early on, rather than just following a set of rules.
Ultimately, effective management and leadership in complex systems rely on a style of learning that evolves and adapts to the constant speed of change.
Here are some of the highlights we touched on:
📚 Distinction Between Teaching and Leading: I believe traditional, prescriptive teaching methods aren’t effective for truly developing leadership skills.
⚡ Velocity of Change: The speed at which things change in modern systems is accelerating, which means we need new ways to handle complexity.
🌐 Emergent Learning: I stressed that experience, not just instruction, is crucial for really understanding complex systems and how they’re all connected.
🚦 Recognizing Red Flags: Leaders need to be able to identify potential issues early on, and this comes from experiential learning.
🔄 Trial and Error: I argued that fostering leadership involves embracing a trial-and-error approach to navigate complex situations.
🔗 Systemic Interconnectedness: Understanding how different parts of a dynamic system relate to each other is key to making effective decisions.
👥 Sharing Experiences: I suggested that leadership education should focus more on sharing real-world insights rather than just giving out information.
Here are some of the key insights I shared:
🧠 Leadership vs. Management: I think a lot of the leadership problems we see today stem from a failure to distinguish between management skills and the diverse needs of leadership. While traditional teaching can give you knowledge, it often doesn’t equip you with the subtle understanding needed for effective leadership. This is why we need to shift towards learning through experience, which helps develop critical decision-making abilities.
🌪️ Adaptive Responses to Rapid Change: The increasing pace of change in our society and organizations is creating complex challenges. Leaders must develop strategies to adapt, constantly learning from their interactions within these dynamic environments. Being able to adapt is crucial for long-term success.
🎓 Emphasis on Experiential Learning: By focusing on learning through experience rather than just following rules, leaders can better navigate uncertain situations. Really engaging with the nuances of real-world scenarios builds a deeper understanding of how things are interconnected and promotes essential skills like good judgment and awareness of the situation.
🔄 Importance of Feedback Loops: Leaders in dynamic systems need to be aware of feedback loops, where their actions lead to consequences and changes. Gaining insights from these loops helps develop a way of thinking about systems, which is crucial for effective management in constantly changing environments.
🚨 Identifying Red Flags: I believe that leaders benefit greatly from experience, as it helps them recognize early warning signs of potential problems. This level of insight not only improves decision-making but also allows for proactive action in turbulent situations.
🕸️ Interconnectedness of Systems: Understanding how different parts of a system interact really improves decision-making. Leaders who are good at identifying these interconnected relationships can use them to implement effective strategies even when things get complex.
📈 Development of Human Capital: I suggested that creating an environment where people share their experiences and learn together can build a community that’s ready to tackle complex problems. Organizations that focus on these principles create a culture where continuous personal and professional growth thrives, ultimately making them more resilient.
In summary, I presented a call to rethink how we educate people in leadership and management. I emphasized learning through experience, recognizing complex interrelations, and developing adaptive strategies as critical evolutions in how we prepare individuals for leadership roles in a fast-paced, unpredictable world.
By fostering an understanding that’s enriched through experience rather than just following instructions, organizations can cultivate leadership that’s not only responsive but also actively engaged with the complexities of their environments.
The insights I shared advocate for a transformative approach to leadership education that is both timely and essential in today’s context.
