It’s common for newer leaders to make assumptions about what their team can do, giving assignments without fully vetting whether someone has the skill, knowledge, or experience to succeed…
Ron Carucci, co-founder, Navalent
effective leaders learn to be good teachers in moments when team members have the confidence and humility to ask, “Can you show me how?”
Takeaways of Note:
To inspire up-&-coming professionals:
Learn how others learn – There’s no one right way to learn, tailor your approach to each individual when offering guidance… how do you figure this out? Just ask
Ask questions to draw out learning needs & reservations – learning is not a consequence of teaching, it’s a consequence of thinking… use probing questions to help reason way through a learning challenge
Be judicious when comparing your own learning journey – Letting someone know you struggled to learn the skill you’re now teaching can be comforting — but stay empathic with your comparison, careful not to inadvertently dismiss the angst someone is feeling… i.e. ask permission to share your story
Demonstrate when helpful – Be sure not to convey “do this exactly the way I do it.” ...enable learner to bolster own approach, not simply mimic the demonstrator
Reinforce learning through observation, reflection, and coaching – set expectations about how & when next performance observation will happen; but ask learner when they’re ready for an assessment of progress – they’ll feel more in control of their ongoing learning
Manage your expectations – maintain posture of compassion & grace as learner faces the challenges of building a new skill… avoid impatience, frustration, or disappointment (it will help keep them on track & deepen relationship in long term)
Check in periodically – Agree with your learner on regular intervals to check-in on progress (signals that you care about their progress) and remain available to support, affirm, & coach them as needed