Forty eight percent of employees say they receive no formal training. You’re thinking, “That’s not good. But taking in the big picture, it’s conceivable.” So what?
First, get pragmatic. You have a fifty-fifty chance of getting formal training at work. Ask for it. Seek it out. Find programs outside the company and ask for funding. But don’t blame the company (or any “them”) if it’s not going to happen. And don’t hold a grudge.
You can build your own curriculum. Dorie Clark has offered some great ideas for DIY professional development. Shout out to her for pointing me to the Accenture study in which the opening data point is found.
Some learning is more challenging, though. You could call it the adaptive challenge of learning. We need to change our minds, but also ourselves. Some learning has to be chewed slowly and patiently if we’re going to really digest it and use all its nutrients.
Put hindsight to work and test it with foresight
Start holding your own regular after-action review. I call it reflection-in-action. Schedule it least once a week. Look back over the week, pick its high point and low point, and take a wider view of events.
The after-action review (AAR) comes out of military training. It’s designed to provide a well-rounded picture of what happened. The first step: review without blame or prejudice. Start with you.
Notice that the AAR focuses on what happened in the concrete world of objects and actions. You can go one better by adding what you thought, intended, felt, experienced. Mindset drives the choices we have and the choices we make. What can you see now, or imagine might be true, that you could not see then?
You can’t know what others thought or felt. But you can develop a hypothesis about what they were trying to achieve and why. Here’s where foresight helps. Set up a test of your hypothesis. Ask questions. Or plan to try a different approach in a similar situation. This is a test, so stay open to new data.
Bundle the learning with peers
You are not alone. Whatever you find challenging, others are struggling over it now. Others need to know what you want to learn.
Find some friends or people you trust. Decide on a a method for a small group peer coaching. (Here’s one good example from Marshall Goldsmith.) Start meeting regularly. For a small investment, you could even hire a coach to teach you a peer coaching method. In a couple of hours you will know the process and have seen how it works.
The kind of learning that gets into our bones will make us (very) uncomfortable from time to time. You want to work with peers who will both support you and keep you honest. If you don’t find a dream team immediately, don’t give up.
Get expert help but share the cost
I know that people get great value out of working with a coach individually, but you might say I have a bias. If you can enlist a few people with similar challenges and intentions, hire a coach for the group. It’s more economical and you’ll still get some individual attention. The big benefit in group coaching is that you don’t need to run the meeting. You can focus on the slow and steady digesting of learning and change. The coach will be responsible for focus, facilitation, and creating a productive discussion for learning.