Creative ways to grow yourself and others

1. Creative ways to grow yourself
and others
Katrina Kolt, Enterprise Agility Consultant

2. Let’s articulate what we
were thinking and feeling
during this exercise…
https://www.linkedin.com/in/katrinakolt/

3. Growth as a
discontinuous departure
 Discontinuous = not slight tweaks,
adjustments, or reforms to standard
practice, but qualitative departure.
 Departure from familiar, business-as-usual
principles, practices and structures.
Robert Kegan & Lisa Laskow Lahey,
An Everyone Culture: Becoming a Deliberately
Developmental Organisation
https://www.linkedin.com/in/katrinakolt/

4. 1.
Growing
Edge
2.
Practices
3.
Community
Conditions for growth
Ways of working
Ways of coming together
https://www.linkedin.com/in/katrinakolt/
Robert Kegan & Lisa Laskow Lahey,
An Everyone Culture: Becoming a Deliberately
Developmental Organisation
We see these 3
things in
organisations that
enable humans to
truly grow!

5. 1. Growing edge
 We understand that adults, not just children can and
need to keep growing
 We perceive weakness is a potential asset and error is an
opportunity
 Development is embedded into how a company runs
 There is no tension between profit and development of
people
We create a growing
edge when…
https://www.linkedin.com/in/katrinakolt/

6. https://www.linkedin.com/in/katrinakolt/

7. 1. Growing edge
 Does my organisation help me identify a personal
challenge – meaningful to me and valuable to the
company – that I can work on in order to grow?
 Are there others who are aware of this “growing edge”
and who care if I achieve it?
 Am I given the support to overcome my limitations?
Can I name or describe this support?
 Do I actively work on my growing edge daily, or at least
weekly?
 When I become a more capable version of myself, is it
recognised, is it celebrated, and am I given the
opportunity to keep growing?
Ask yourselves…
https://www.linkedin.com/in/katrinakolt/

8. 2. Practices
 Accept destabilisation as constructive
 Disclose and close gaps
 Create time for development
 Value interior life
We embed growth
through practices
that…
https://www.linkedin.com/in/katrinakolt/

9. 2. Practices
 Does my organisation operate on the principle that
as soon as someone/something is working
perfectly, it’s time to take it to the next level?
 Do I say what needs to be said in all conversations I
have?
Do leaders in my organisation give everyone
access to core business issues, working through the
pain that can arise from breaking silences,
confronting reality or experiencing interpersonal
disagreement?
 How can I remove wasted activities to create time
for development?
 Do I hold on to work being public and personal
being private?
How could my workplace encourage me to bring
my whole self to work?
Ask yourselves…
https://www.linkedin.com/in/katrinakolt/

10. 3. Community
 Rank holds no special privileges
 People development is seen as the responsibility of all
 We recognise that everyone needs a crew
 We allow everyone to build the culture
Community supports
growth when…
https://www.linkedin.com/in/katrinakolt/

11. 3. Community
 What opportunities do I have at work and beyond
to belong to developmental communities?
 Do these communities value individual human
beings, hold them accountable and engage in
real, sustained dialogue?
 What are some great examples of people
development at work, beyond HR functions?
 Can you think of a time when a community of folks
have changed culture within a company?
Ask yourselves…
https://www.linkedin.com/in/katrinakolt/

12. Growing
Edge
Practices
Community
Conditions for growth
Ways of working
Ways of coming together
“Working on development requires
shared vulnerability in a trustworthy
community”
“Practices help nurture trustworthy
community and trustworthy community
nurtures practices”
“Working on development is challenging
and is anchored in sustained practices”
https://www.linkedin.com/in/katrinakolt/
Robert Kegan & Lisa Laskow Lahey,
An Everyone Culture: Becoming a Deliberately
Developmental Organisation