“Karin, Do you know what’s really interesting? The managers on my team who need leadership training the most, are often the ones who are most resistant to learning. They say, “oh you, know what? I’ve got it handled. I don’t have time for that, and I don’t need it. What should I do? #AskingforaFriend
What a tricky and important question. Because for your leadership training to be successful, it’s SO IMPORTANT that your leaders want to be there, with open minds, ready to learn, and most importantly APPLY what they’re learning with their teams.
How to Help Leaders Get Past Their Resistance to Learning
In today’s Asking for a Friend, I share a few of my thoughts including how to avoid SASRNT syndrome (So and So Really Needs This) and involving your leaders as teachers.
What is SASRNT Syndrome?
When you hear a concept, tool, or new idea, it’s tempting to say. Ahhhh, you know who really needs this? My boss. My wife. Or, my teenage son.
In this case, you might not be actually resistant to learning, BUT, you could miss it.
Of course, we would like nothing better than for you to share our books and resources with everyone you know. But the tricky part here is, that when you do that you run the risk of missing the learning for yourself.
So when you hear an interesting leadership concept or tool, I recommend you apply it to your own team first. Then, you will have much more credibility when you share it. “Oh, I’ve seen you do that! It does work. Maybe I SHOULD try it too.
Leaders as Teachers
And if a manager is resistant to learning, another way to help them engage is to involve them as a leader-teacher, teaching what they’ve learned to others. We share a lot more detail on that here.
What would you add?
How do YOU encourage managers who really need leadership training to engage learn and grow?