A core strength for all leaders is the capacity to embrace a learning mindset. Organisations need to encourage experimentation with different leadership skills and strategies; learning is continuous and emerges over time. A learning mindset can enable people to understand others perspectives, leading to ‘sensemaking’ and creativity. Leadership learning requires reflection derived from direct experience.

In a practical sense, this learning mindset relates to how you might engage with your environment. This process supports the notion that teams that reflect together will gain insight into their own practices. This passion for learning is rooted in personal values and integrity. Integrity requires we seek to understand others based on accurate, factual, and defendable data. Learning can be difficult and requires a strong commitment and a high degree of endurance.

We enter a learning mindset when we acknowledge and manage our failings. The classic management mentality is that a leader provides answers. However, in learning organisations leaders encourage personal growth. With this comes the responsibility to build an environment that supports these developing needs. This may just take the shape of formal training. Formal training is often a starting point; we must, therefore, ask what comes next – what is your lifelong learning strategy?

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