Page 214 - How Great Leaders Build Abundant Organizations That Win

THE WHY OF WORK

the generation of new ideas and procedures, they build
learning agility. We have identified four ways leaders gener-
ate new ideas: self-reflection, experimentation, continuous
improvement, and boundary spanning.

Self-Reflection

Learning leaders are self-aware. They recognize that their
choices have consequences, and they constantly review
both the choices they make and the consequences of those
choices. They ask themselves questions such as:

• • What can I learn about myself from what just took place
(in a meeting, conversation, or presentation)?
• • What did I do in this setting (meeting, conversation,
work effort) that worked? Why?
• • What did I do that did not work? Why not?
• • Is this how I generally respond to similar situations?
What are my common patterns?
• • What could I try instead? What am I afraid might hap-
pen if I change?
• • If I am sometimes successful at a different approach,
how could I be more consistent?

By asking these types of questions, leaders enhance their
learning agility. They also model for employees how to be
inquisitive, open to suggestions, and committed to improving.
Self-reflection shows up as well in leaders’ willingness to
be accountable. When they make mistakes, learning leaders
run into them rather than away from them. They also help
others reflect on their goals and take responsibility for reach-
ing them. When goals are missed, learning, not blaming,
becomes the priority.

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