Individuals broaden and deepen their leadership capabilities as they do leadership work. In fact, there are good reasons to believe that learning from experience is the number one way that leader development happens. Yet this number one driver of learning gets the least attention in our leader development systems.
Organizations can rectify this imbalance by reinforcing and enriching experience-driven development—the learning, growth, and change that happens within leaders as they take action in the face of challenges and make sense of the consequences.
How do organizations do this?
- By knowing what experiences matter and what they potentially teach
- By giving people with potential the opportunity to engage in these experiences
- By increasing the odds that people will learn important lessons from their experiences
- By weaving learning from experience into the fabric of the organization.