You hear all the time “We need motivated people who want to take advantage of the opportunities we offer them” or “Our company needs more leaders and fewer managers” or “I want staff to offer solutions and not bring me problems” or “What is needed here is better critical thinking.”

These are all summed up in need of opportunities for Self-Development. The challenge is what we say, what we think, and what we practice, and reward are all very different.

Self-Development is fantastic for Organizations, Teams, and Leaders – Learning Agility is an indicator of the potential for promotion, and increased-effectiveness for the role is present. 

BUT, self-development that is unguided is a waste of time. 

When someone has the opportunity and does not use it, then they most likely don’t value the chance or have been punished in the past for wanting to learn.

In many workplaces still face prejudice against intellect and people who desire to better themselves. Many companies (and managers) view people who want to learn, read books, attend training, enjoy training as Nerds, and think they are better than everyone else. The dislike of people who wish to better themselves may not be the explicit behavior, but it sure it implicit. It is heard in board rooms, meeting rooms and the front-lines everywhere – it especially is still heard in classrooms!

On to the Inquiry;

How might we create an organizational culture that encourages Self-Development?

  • What opportunities would we offer?
  • How might the organization be improved through more people that are involved and encouraged to develop their skills and potential?
  • What would a manager’s role look like? What would an employee’s position look like?
  • If someone new came to the company, how would they know immediately that self-development is more than lip service? 
  • On a scale of 0 – 10 with 0-being a negative view of Self-Development and 10-being a total immersive self-development culture, where are we today?
  • What is already happening, that keeps the scale where it is? What else? What else?
  • Why are we doing so well? Why is that working? Why does that happen? Why do we continue to do that? Why? a 5 why’s process
  • Where is the company is this already happening, even just a little bit?
  • Knowing what we know right now, what should be the next step?
  • What is the goal of increasing the opportunities and acceptance of self-development within the organization?