Now that you’re on the top, does the learning have to stop?
It’s a great day as a coach when you log on to your zoom meeting or walk into a conference room and see eager faces who have a thirst for self-improvement. I live for moments where I can spark curiosity and impart my knowledge for the betterment of a team or individual. On average, the participants of my workshops enjoy being there, look forward to them and appreciate the opportunity given to them.
However, recently, in my work with leadership teams I was confronted with team behaviour that irritated me profoundly.
Coaches Have Bad Days Too
Allow me to elaborate. I was engaged by two different corporations to conduct programs for the senior leaders of the organization. Having prepared the workshop and sent out emails and dates for it - I was expecting the usual enthusiasm I’ve got from numerous workshops with lower management and employees.
Unfortunately, as the date to these workshops approached I was met with countless last minute excuses as to why they could not make it. Even after date changes and compromises from my side, the general energy was one of not wanting to grasp the opportunity or take the initiative for personal development.
This is a very frustrating experience for a Coach, I will admit.
But it raises much deeper questions in me.
Any senior leader knows what the development of an employee costs an organization. So, why would they themselves not grasp the opportunity given to them? Learning, no matter the designation, doesn’t stop. If it does, it hampers the individual and the company. In my 30+ years of professional life, no matter the market tribulations or scares - one of the constant keys to success has been learning and development.
Personally, I believe that if you develop your skills and talents, at every age, you will gain sustainable personal and company success.
The Thought that Terrifies Me
If senior levels are given an opportunity to develop themselves - why would they not grab it, be grateful (yes, I consciously use that word), and take that time out of their agenda and make the most of it? Again, I believe it comes from the notion of, ‘I've reached the pinnacle, there is no more learning or development required.’ Does being at the top of an organization mean that you’ve had it all, you do not need to enhance yourself? That thought alone terrifies me.
To put it in the context of food, something that I personally love. Gordon Ramsey didn’t stop creating new dishes or learning after he ‘perfected’ his famous Wellington recipe. No, in fact he went on to develop new recipes and created more cookbooks. He even joined TV shows where he learned and developed as a person and as a chef. All of which made him the internationally acclaimed chef he is today. Imagine if he stopped at that Wellington, all those decades back.
In other words, learning and developing, whether through a company funded workshop, or being a chef judge on a TV show (in the case of Gordon) - both start with one thing - You. You have to be a willing participant who wants to develop.
I have a very clear view on this.
Anyone who cannot clear their agenda to participate in an activity to develop themselves has really not understood what development is about.
Development is a lifelong obligation and in our VUCA world - it’s a need, which if left unattended will sideline you. Age, merit and designation alone are no guarantee for sustainable success. Plus, it sends a terrible message to an entire organization if its senior leaders neglect their own development.
I may come off as disgruntled only because at the core of any coach, myself included, we want to see people thrive. So, to end this blog I’ll leave you with this closing question:
The next time you’re given the opportunity to step out of your comfort zone and unlock your inner potential - will you make excuses or show up for yourself?
