October 11, 2016

Managers-Leaders Using Learning Educating To Manage Lead

by Stephen Hobbs in wellth movement  | 0 Comments

Your Yearning for Learning for Earning

Use Learning and Educating Approaches to Manage and Lead Employee Evolvement

managers-leadersWhatever your age you are exploring and evaluating your … World! Workplace! Workspace!

As we grow older we become more conscious of how we learn and possibly how we educate. However, there are still holes. And those holes are often big enough to create time, effort and money issues.


At work, it’s the managers-leaders who are the everyday heroes. They translate the mission, vision and values from the executive via goals and objectives for staff to use as they learn to earn.

In the opposite direction, they interpret the learning from the staffs’ experiences to describe and explain what the people yearn to learn to improve the workplace.

Managers-leaders influence what is heard and accomplished during the organization of work.

As soon as managers-leaders utter a word, nod their head, or send an email, they are educating the person or people who receive their communication.

As Shawne Duperon, a business communication experts says, “What are you broadcasting?”

Making It Personal

Here is a truism about learning and educating:

When you listen you learn,
When you share you educate!

As a manager-leader it’s how you support and enhance your staff’s use of work-related concepts and practices like “Plan-Do-Check-Act” or “Frame-Learn-Decide-Action-Outcomes for Movement” than maintains momentum.

In doing so – no matter how you perceive your work – you are a workplace educator involved in workforce learning.

Therefore, its’ important to adopt and adapt practical insights about learning and educating for use with your staff [and you]. Also, value the concepts (or theories) backing the practices you use.

About Learning

    1. Improve personal learning agility by exploring ways of learning.
    2. Review the ways your staff learn if only by the “Visual, Auditory, Kinaesthetic” model.
    3. Assign work-related activities aligned with staff learning preferences.
    4. Record the insights from matching staff learning and achievement.
    5. Ask what helped and hindered the person achieving the stated outcome.
    6. Decide which learning approaches, tools and techniques to keep and/or alter for use tomorrow.
    7. Keep developing your personal learning agility.
    8. Remain aware of how your learning agility is influencing your educating.

About Educating 

    1. Review the educating approaches used to inspire and motivate your staff. Suggested Book
    2. Complete a personal assessment of your current competence in the use of the educating approaches.
    3. Keep developing your educating agility through application.
    4. Record the approach(es) you use and the insights resulting from their application.
    5. Ask what helped and hindered you in using the educating approach(es)?
    6. Share current ways you are using educating approaches to help your staff help you manage-lead.
    7. Identify new tools and techniques for improving ‘learning how to learn for educating how to action’.
    8. Reflect on and decide which educating approaches, tools and techniques to keep and/or alter for use tomorrow.

In Closing

As a bonus suggestion, learn how to juggle.
It’s an insightful metaphor to leverage your personal learning.
View videos on juggling and give it a go!

Also, learn about ‘group juggling’ (of objects that is!).
It’s a way to share insights about learning and educating in a group.
Search on YouTube for videos.

Yours for the wellth of it,


Grab a 30 minute discovery session
 to talk about workplace educating and workforce learning – about human performance improvement in creating the well-living workplace


Dr. Stephen Hobbs

Writer - Walk with Nature as My Educator
- Share the Legacy I Intend to Live

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