Fiona Macdonald

How to develop continuous learners. The World Economic Forum predicts that 44% of core work skills will change by 2027. There's never been a time when it's more important to keep learning, relearning & unlearning. Yet it's hard to find the time/space to prioritise learning in a system under pressure & it takes courage to accept that we might be beginners, not experts, as we seek to find answers in novel situations. Many leaders are seeking to build "learning agility" or "learning systems". Research has identified four factors that matter most: 1) linking learning to purpose: the most important predictor of skill development - the sense that what we learn will make a difference motivates us to prioritise learning 2) creating a learning-rich work environment: opportunities for new or expanded roles, challenging projects, learning beyond our own function, leading change & improvement 3) asking "meta-learning" questions: being able to stand back & think about what we want to learn & how to improve our learning (and having a leader who encourages this) 4) nurturing a learning team: being in a diverse team that exchanges resources readily & gives & receives prompt feedback makes learning a powerful norm. sloanreview.mit.edu/article/…. Via @mitsmr I paired this with a cartoon from @OfficeGuyToons: always link learning to purpose & real work!

The role and skills of leaders needs to change, in line with profound changes in the workplace. In a new article in @HarvardBiz, a group of experts has identified 6 essential skills to thrive as a leader in the new environment: 1) emotional aperture - the ability to understand and tune into the emotional dynamics of others 2) adaptive communication - knowing how and when to adjust our behaviour & leadership style, connecting to the emotional energy of others 3) flexible thinking - able to flex with competing priorities & hold opposing ideas in our heads 4) perspective seeking, taking & coordinating - actively seek different perspectives & integrate new information into our approach 5) strategic disruption skills - questioning long-standing practices & pushing for continuous learning and improvement 6) resilient self-awareness - recognising our own boundaries/limitations & setting a healthy example for others. There are links to lots of useful resources for developing these skills: hbr.org/2024/10/6-essential-…. By @knightrm. I would add a 7th essential skill: network & connection skills – ability to operate with both formal & informal influence and build sustainable relationships.