Learning levels of leadership development
If executives develop themselves further technically and personally, they begin to take notice of new things, think of new things and do new things. They come inevitably into the situation that they move and evolve themselves. But those with which they co-operate don´t move in the same way.
Sustainable learning is only possible if individual learning is supported and strengthened by the team the individual is part of.
If this connection does not succeed, all individual learning-steps remain private knowledge without consequences for the organization. And normally this leads, in the short term or over time, to the resignation of motivated executives. And they look for new challenges.
In exactly the same way this applies to the relationship of teams to their organization. Only if an organization takes up and supports the movement of its Teams, it becomes a growing and successful organization.
Peter Senge coined the term "learning organization" for this interlocking. Learning organization creates conditions in which individual development along with team learning and the learning of the entire enterprise is interconnected.
The architecture of leadership development takes this up, and creates structures for learning on three levels, on three learning pathways:
- Individual learning
- Team-learn
- Organizational learning