Item 12: "This last year, I have had opportunities at work to learn and grow."
The need to learn and grow is a very natural instinct for human beings. Finding more efficient ways to do our jobs is one way we learn and grow. Where there is learning, there is innovation and a breeding ground for a more positive and refreshing perspective toward our perceptions of self and others.
In today's work environment, productivity does not come from working harder; it comes from working "smarter." This is why work environments that reinforce and promote learning are attractive to employees.
We have all worked with people who have stopped learning and growing. They suddenly have all the answers, and become unable or unwilling to see alternative solutions. Their attitude infects both the workplace culture as a whole and their coworkers, individually. It limits the very growth and innovation that creates competitive advantages for today's companies.
Why do people become unwilling to learn and grow? Because learning and growing involve risk -- the risk of challenging the status quo. Change brings about unfamiliarity, and with unfamiliarity comes insecurity.
Great managers recognize that they face a challenge every day: How do you create a culture that is open to new ideas and allows employees the opportunity to explore possible implications of those ideas without fear of rejection or retribution? Great managers know that, initially, good ideas are not always perfectly thought-out, executable strategies. Good ideas are often abstract, and need discussion so they can be defined and sculpted toward the best possible outcomes. This process takes time and energy; time and energy are limited resources. Nevertheless, the investment of time and energy is imperative to making good ideas useful. For employees, the creation of a culture receptive to new ideas also involves significant belief and trust in their managers and teams.
A company's future is dependent upon the learning and growth of its individual employees who are close to the action. Great managers, employees and teams are never quite satisfied with current ways of doing things. They always feel a slight tension about finding better, more efficient ways to work.