The Exec-Ed Zone

One of the ways people learn, whether young or old, is through understanding new concepts through being exposed to them on a regular basis. This is how we develop all sorts of skills. My children's tennis teacher recently explained that research on childrens' tennis development had shown that the brain and muscles need to learn new physical movements as well as just understand them. Which is why the first hours practice can be unfulfilling, but when you come back next time it works a little better although you have done little to practice in between.

Similarly with new ideas and concepts. You read something in a magazine article or hear of a new development process at a presentation and it strikes you as a good idea, but by the end of the day it is relegated to the dormant thoughts file in your busy brain. Then shortly after, serendipitously, you come across the same idea again - and the seed germinates and action follows. All this, of ocurse, is unstructured - serendipity is not a useful part of a business development plan.

Which brings me to "action learning" which can be a part of incorporating this routine into a more structured yet flexible process. Action Learning Sets (groups of people who "learn together") in a workplace can have longer time horizons than that offered by short, external programs - and they also benefit by not having to be out of the office or take too long at any one time. This allows participants to develop at a more natural rate which ultimately has a more enduring benefit.

Anyone else have thoughts on this? Please comment on the new IEDP.info LinkedIn discussion group.