Learning doesn’t just happen in the classroom; some of the most impactful lessons are learned through real-life experiences at work. As leaders, we have a unique opportunity to shape these experiences into transformative learning moments that far exceed the confines of traditional education.

Normalize Learning from Mistakes

I recall a time when I realized I had made a significant mistake. Taking a few deep breaths to calm my nerves, I dialed my boss’s number, bracing for a conversation I feared might jeopardize my career.

To my surprise, my boss reacted in a way I hadn’t anticipated. Instead of reprimanding me, she said, “Amy, what a fantastic learning opportunity for you!” Her response alleviated my fear and pivoted the focus toward learning. She coached me to extract valuable lessons from the incident, transforming a potentially negative experience into a positive developmental moment. This approach calmed my initial fears and opened me up to embrace learning more openly and fearlessly.

After we identified the lessons and planned what I would do differently in the future, my boss seamlessly transitioned into coaching me on rectifying the mistake. It was one of the most impactful conversations I’ve ever had with a leader in my career! This experience fundamentally changed my approach to work. Knowing I was part of an environment that prioritized development over punishment made me more eager to tackle new challenges and step outside my comfort zone.

Encourage Productive Feedback

Feedback isn’t solely for leaders to share with their team members; it’s crucial for everyone to feel empowered and equipped to share insights across the team and up to their leadership. Here areI guide team members on how to articulate feedback effectively and encourage everyone  some strategies I’ve implemented with my teams to strengthen their “feedback muscle”:

• Coaching Moments: Whenever someone asks me to provide constructive feedback to a team member, I counter with, “How did they respond when you shared this feedback with them?” Often, it’s a trick question—most of the time, they haven’t yet given the feedback directly. This opens up an opportunity for me to coach them on how to engage in productive feedback conversations.
• Project Meetings: I use project meetings as a platform to facilitate feedback exchanges. to share their thoughts with the group, including myself. This practice fosters a safe environment where all forms of positive and constructive feedback are welcomed.
• One-on-One Conversations: I consistently seek feedback from those I lead, but I’ve noticed many are hesitant to provide constructive criticism to their boss. To overcome this, I ask, “What is one thing I could do differently to be a more effective leader for you?” This phrasing helps make it easier for team members to open up and share honest feedback, enhancing our mutual growth and understanding.

These are just a few examples of how leaders can be catalysts for creating a dynamic learning environment. What strategies are you using to foster learning on the job?

Wishing you the best!