After half a decade facilitating learning by professional managers, I have identified 5 key challenges learners face when it comes to learning and development that go beyond the typical lack of time and lack of resources that is often cited as a reason not to learn.
The first major challenge that professional managers face is the impact of a fixed mindset where they believe that their current abilities and talents are the ceiling of what they can achieve or that other approaches are threatening to their current success. This can lead to a reluctance to learn new things and take on new challenges, as managers may feel that they have reached their peak performance or they may insist on maintaining their current approach as it has worked well in the past.
I believe facilitators need to adapt our approach to enable participants to learn; such as use of inquiry over advocacy, where facilitators actively question and explore new ideas, rather than telling learners what to do. This can help managers to develop their own motivation to learn, understand and generate new success insights that can be applied to their work.
As for what managers can do to facilitate their own learning, it’s important to prioritize curiosity and a willingness to explore new ideas. Managers should consistently seek out opportunities to learn and challenge themselves, reading widely, attending conferences, participating in workshops or seeking out mentorship. They should also seek the opinions of others and be open to others helping identify areas for improvement .
Another challenge is a lack of self-awareness. Professional managers may have blind spots and biases that inhibit their ability to learn and grow. For example, a manager may have a bias towards certain approaches or ways of thinking, which can prevent them from exploring new ideas and perspectives. To overcome this challenge, managers need to develop self-awareness through reflection, feedback, and coaching. Facilitators should be aware of and challenges such potential biases again through a questioning approach.
A third challenge is a lack of alternative opinions. I don’t like the term feedback, i prefer to think of this process as seeking out and inquiring of others opinions and perspectives rather than inviting criticism which can provoke a defensive attitude no matter who you are. Managers may not know where they stand in terms of their skills and abilities, which can prevent them from identifying areas for improvement and to overcome this challenge, managers need to actively seek differing opinions from their colleagues, subordinates, and superiors, and be open to the constructive nature of this dialogue.
A fourth challenge is a lack of follow-through. I personally face this a lot- managers know but fail to do. known as the “knowing-doing” gap. This is a common issue that professional managers may face. Despite having knowledge and understanding of what needs to be done, they may struggle to take action and achieve their goals. What i often see as a key cause of this is a deep seated fear of failure and managers seek not to try new ideas so as to avoid poor performance. Another cause of this gap is a lack of clarity, where managers may have a general idea of what needs to be done, but lack specific guidance on how to achieve their goals. Additionally, a lack of accountability can contribute to the “knowing-doing” gap, where managers may not feel responsible for taking action or following through on their plans.
To address this “knowing-doing” gap, professional managers can take several steps. If there is psychological safety within the work-place and an acceptance of learning then this may insulate managers for fear of failure. A second approach is to encourage learners to climb hills before they tackle mountains- try something simple and easy to test learning rather than applying new learning to a difficult or intractable challenge. Practice making perfect. Additionally, having a trusted colleague to hold the learner accountable through the setting of clear expectations and the tracking and discussion of progress can really assist bridging the “knowing-doing” gap and ensure that actions are aligned with goals.
The challenges that professional managers face when it comes to learning and development are complex and multifaceted. However, by adopting a growth mindset, developing self-awareness, seeking feedback, following through on learning goals, and holding themselves accountable, managers can overcome these challenges and achieve their learning objectives.