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Leading a Learning Organization
1. The document discusses how work and leadership are changing as work becomes more complex, teams more diverse, customers more dispersed, and technology advances faster. This requires updating how we prepare leaders for their new roles of leading learners. 2. Leading learners is very different than traditional management and requires breaking old habits and learning new skills. Managers must motivate creativity through psychological safety, relationships, and self-direction rather than traditional methods like evaluation and competition. 3. There is a growing gap in engagement for new managers who need more support in their transition, costing organizations millions. We must do better supporting leaders as both managers and their teams continuously learn and adapt.
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Leading a Learning Organization
- 1. Leading a LearningOrganization Katy Tynan
- 2. Three Big Things 1.Work is Changing 2. Leading Learners is REALLY DIFFERENT 3. Leadership Development Needs an Update
- 3. The single biggestdecision you make in your job--bigger than all the rest--is who you name manager. When you name the wrong person manager, nothing fixes that bad decision. Not compensation, not benefits--nothing. ~Jim Clifton, CEO of Gallup
- 4. CAN’T PEOPLE JUSTMANAGE THEMSELVES?
- 6.
- 7. < 100 How manycompanies are using Holacracy in the world? Source: http://structureprocess.com/holacracy-cases/
- 8. > 24 million Howmany managers are employed in the US? Source: Bureau of Labor Statistics
- 9. Image Source: OfficeVibe,Data Source: Gallup, 2015
- 10.
- 11. Work is changing •Today’s work is more complex • Today’s teams are more diverse • Today’s customers are more dispersed • Today’s technology is growing faster than humans can learn to use it EVERYTHING about how, where, and when we work is being disrupted
- 12. SO HOW DOWE PREPARE LEADERS FOR A NEW ROLE?
- 13. How do wemanage teams today? Write down one example of something that managers do to manage performance.
- 14. Killing Creativity • Evaluation •Surveillance • Reward • Competition • Restricted Choice • Extrinsic Orientation
- 15. Motivating Creativity • Self-Direction • Passionfor the Work • Recognition • Psychological Safety • Relationships
- 16.
- 18. Workshops and Formal Training On-Demand Learning Coaching Peer Networking Resourcesand Tools What Managers Really Need to Succeed
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- 23. The New ManagerEngagement Gap Engagement 0 20 40 60 80
- 24. Cost of theEngagement Gap $85,000 Replacement cost of lost employee = 6-9 months of salary $25,000 Actively disengaged employees cost 34% of salary New Manager with 5 Direct Reports Average Salary Per Team Member $50,000
- 25. While organizations arebecoming flatter, they are still leveraging managers to facilitate collaboration. Managers and their teams are all learning every day. Learning is hard work, and is motivated differently than doing repetitive, clearly defined work. Managers still matter but their role is changing. We need to do a better job supporting leaders as they make this transition. Leading learners requires managers to break old habits and learn new skills.
- 26. Win a FreeCopy of How Did I Not See This Coming? http://eepurl.com/df_0Xn Join the Survive Your Promotion Community and you can win a signed copy of my latest book!
- 27. LET’S CONTINUE THECONVERSATION! @katytynan linkedin.com/in/katytynan www.katytynan.com www.surviveyourpromotion.com