Learning interest of a Leader fuels enduring organisation growth
Learning happens from within. We set ourselves a learning
goal for achieving certain advancements in career or business. Once this
learning goal is fulfilled successfully, a leader is not expected to stop. A leader
must continue with the same zeal as before and set new learning goals for
scaling newer heights. In doing so a leader not only uncovers new opportunities
that help an organization to look ahead, but also sets higher standards of
expectations from the members of the organization. This impacts the learning
practices in an organization and thus the culture.
The systems in an organization (L&D / HRD) can facilitate
and encourage the learning behavior of the people. As the outcome of the
learning is owned by the learners, they feel stronger, empowered, confident and
involved. This has a remarkable impact on the commitment level of the learners
as members of the organization. We find the people in such organizations to be
more energetic, positive and contributing. These are signs of a healthy
organization that can attract and retain talent.
It is up to the leader to set the tone for the way an
organization will live. The way he moulds himself and set an example for the
organization, in the similar way the organization would be formed. A leader
must understand that his purpose is to serve and lead his team and not dominate
them. His aim should not be to make wealth only for himself but to see that the
profit is generated and is being distributed in his team. This is return makes
the team members too to be more committed towards their work and organization.
If the purpose of the organization is growth, then the growth
should be both in the terms of knowledge and money. The different levels in the
organization define varied interests and expectations. As a leader one must be
sure to pass on his knowledge and wisdom to his team members, so that they are
able to acquire it and use it accordingly to generate the profit.
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