Great Leaders are Great Learners

Learning is an ongoing professional commitment – a commitment that could save your company or even your life – as we learned from Juan Manuel Fangio’s experience in the 1950 Monaco Grand Prix recounted in The Harvard Business Review, October 16, 2015.

As Juan Manuel Fangio exited the chicane before the blind Tabac corner in the 1950 Monaco Grand Prix, he stomped on the brake. It was a counterintuitive reaction for a racing driver exiting a corner — but one that likely saved his life. By slowing down he avoided plowing into a multi-car pile-up, which was just out of sight beyond the turn. In racing folklore, Fangio’s evasive action is considered a miracle. But why did he slow down?

The day before the race, Fangio had seen a photograph of a similar accident in 1936. As he approached Tabac, he noticed something about the crowd – an unusual color. Fangio realized that, instead of seeing their faces, he was seeing the backs of their heads. Something further down the road had to be attracting their attention. That made him recall the photograph.

Like Fangio, leaders must scan the world for signals of change, and be able to react instantaneously. An informed perspective is more important than ever in remaining competitive in today’s marketplace. In all our years of experience as management consultants, we have learned that great leaders are:

Self-Directed Learners
Leaders intent on staying current with the latest technologies and organizational trends know that now, more than ever, they must be responsible for their own learning. Whereas, in the past, it was good enough to attend an occasional seminar or get specialized training, leaders today recognize that learning must be continuous and not relegated strictly to formal training programs. Self-directed learners identify their best learning style and work accordingly. For some, it may mean reading books or blogs; for others, listening to podcasts/CDs, or taking classes. Whatever their style, they are committed to continuously expanding their knowledge base.

Receptive Learners
Great leaders have a fascination with people and display an openness to learning from anyone they encounter, whether the person be someone who shines their shoes or heads up a Fortune 500 company. Having no preconceived ideas about where knowledge will come from enables these leaders to be receptive to new ideas and solutions, regardless of their source. Enlightened leaders know that a front-line employee may have a better solution to an organizational challenge than a member of management.

Great Listeners
Being open to learning from anyone requires another skill, the skill of listening. Leaders committed to being lifelong learners know the value of being a great listener. These leaders listen more than they speak. They listen with an open mind and do not prejudge what the speaker is saying. They question the speaker to get further information and for clarification on the subject matter. Great listeners demonstrate a genuine interest in what the speaker has to offer, thanks him or her for sharing their knowledge and expertise, and puts the new knowledge into action as often as possible.

Excited Learners
Leaders who are committed to continuous learning are great role models for those around them. Typically, these leaders display a fascination with learning and are enthusiastic about finding better ways of doing things. These leaders challenge the status quo and encourage others to stay current with changes. They tend to have an energizing impact on the work environment, resulting in employees becoming excited about learning more themselves. Everything about these leaders demonstrates that you’re never too old to learn. The brain, like muscle, benefits from a good workout. It only deteriorates from lack of use!

Good Teachers
Leaders committed to lifelong learning are good teachers. They clearly convey to those who work with them that continued learning is a requirement for continued success, both personally and organizationally. Further, they demonstrate, in a variety of ways, their belief that employees have what it takes to learn new technologies and ways of doing things. Finally, they have the patience to teach, or coach, employees as they learn new subject matter.

In-Demand Learners
Finally, we have noted that when leaders display excitement about learning and a commitment to being a continuous learner, they may experience greater job security. Given business’ pace of change, organizations cannot afford to hire or retain “dinosaur thinkers.” Dinosaurs, those employees who are resistant to learning new technologies and better ways of doing things, slow down an organization’s ability to respond to the changes dictated by today’s world. On the other hand, leaders who embrace change, learn, and adapt accordingly will always be in high demand.

Take charge of your learning! Rather than viewing learning as yet another task to complete on a list that is already too long, view it as an opportunity to expand your horizons and enhance your contributions to both your employees and your company. Your attitude about learning will, to a great extent, determine not only your responses, but to a large part, your employees’ openness to change and learning. Display a genuine excitement about learning and not only will you feel more enthusiastic, but your employees will be more energized and positive in response to the ever increasing demands placed on them right now. A leader who can accomplish that feat will see the positive effects on the business and their employees, as well as on their own career future.