Coaching to Learn

Helping people learn how to learn is a vital skill for mentors and coaches. By fostering a learning culture, encouraging transformational experiences, and promoting self-managed learning, organizations and individuals can achieve sustainable growth. Effective learning goes beyond acquiring knowledge; it involves developing the skills to learn independently and continuously.

What is a Learning Organization?

A learning organization is one that facilitates the learning of its members and continuously transforms itself to adapt to the changing environment. Such organizations foster a culture of innovation, collaboration, and shared goals. Companies like Google and Toyota are considered learning organizations. Google encourages employees to spend 20% of their time on personal projects, which has led to innovations like Gmail. Toyota’s emphasis on continuous improvement (“Kaizen”) ensures organizational growth through employee feedback and learning.

Transformational Learning

Transformational learning occurs when individuals experience a fundamental shift in their perspectives, beliefs, or behaviors. This type of learning is often triggered by critical reflection and challenges to existing assumptions.

Towards a Learning Organization Model

Building a learning organization involves creating a supportive environment, aligning personal and organizational goals, and promoting a culture of continuous improvement. Key components include:

• Shared Vision: Aligning individual goals with organizational objectives.
• Team Learning: Encouraging collaboration and mutual support.
• Systems Thinking: Viewing the organization holistically to identify interconnections.

Microsoft’s transformation under Satya Nadella exemplifies this model. By emphasizing empathy, collaboration, and a growth mindset, Microsoft shifted from a culture of competition to one of learning.

Choosing How Best to Learn

Different individuals have varied learning styles and preferences. Identifying the most effective learning approach involves considering factors like context, goals, and resources.

While some employees prefer structured training sessions, others thrive through hands-on experience or mentorship. For instance, apprenticeships in trades like carpentry combine learning by doing with expert guidance.

Self-Managed Learning

Self-managed learning empowers individuals to take control of their learning journey by setting goals, identifying resources, and evaluating progress. This approach fosters independence and adaptability.

Platforms like Coursera and LinkedIn Learning enable professionals to acquire new skills at their own pace. For example, a marketing manager might use these platforms to learn data analytics and enhance decision-making.

Principles of Adult Learning

Adult learning is distinct from childhood education, as it is driven by self-motivation, relevance, and practical application. Key principles include:

• Experience: Adults bring prior knowledge and experiences that shape their learning.
• Relevance: Learning must address real-life challenges or goals.
• Self-Direction: Adults prefer autonomy in their learning process.

References:

1. Whitmore, J. (2002). Coaching for performance. Nicholas Brealey Publishment.
2. Parsloe, E., & Leedham, M. (2016). Coaching and mentoring: Practical techniques for developing learning and performance. Kogan Page Publishers.
3. Stanier, M. B. (2016). The coaching habit: Say less, ask more & change the way you lead forever. Box of Crayons Press.
4. Starr, J. (2014). The mentoring manual: A step by step guide to becoming a better mentor. Harlow, UK: Pearson Education.