Did you know that the vast majority of learning comes from on-the-job experiences? In fact, research shows that 70% of learning occurs through experiential learning. This means that as an organisation, you need to create an environment that encourages growth and development through experience-driven leadership development, coaching, and mentoring initiatives. This not only benefits your employees, but it also helps attract, develop, motivate, retain, and engage them, which is crucial for the success of any organisation.
However, the importance of on-the-job learning doesn’t mean that formal training and other people’s experiences are not valuable. They are! Approximately 20% of learning comes from other people, such as colleagues, mentors, and coaches, while only 10% comes from formal training. Therefore, you should also provide opportunities for employees to learn from one another and attend training programs that are relevant to their jobs and career goals.
But there’s a catch – many employees believe that workplaces are highly politicised, which can lead to negative behaviours such as gaslighting others, stifling criticism, and going along with others’ ideas to maintain or advance their own status. To prevent this, we recommend organisations to promote employees based on valid measures of qualifications and performance, rather than politics or favouritism.
In addition to promoting employees based on merit, it’s crucial to create a culture of teamwork and open communication, where employees feel supported and valued. This helps everyone feel a sense of pride and accomplishment, which leads to greater confidence and a willingness to contribute to the team. By fostering an environment of optimal motivation, where employees feel that their work is aligned with their values and purpose, you can create a sense of community and equal opportunity for all.
Performance appraisals can also be valuable in helping employees understand their own motivation and align their work with their goals. However, it’s important to approach these conversations with empathy and understanding, rather than a checkbox mentality. By being mindful of the actions taken to ensure a psychologically safe work culture, you can help your employees reach their full potential and contribute to the success of the organisation.
Remember, challenges and experiences are where most of the learning comes from, so let’s focus on intentional experience-driven leadership development to foster a culture of growth and development within our organisation.