There’s a memorable adage in the field of Improvement Science that suggests, “Your theory is probably wrong and definitely incomplete.” Wow, that sounds discouraging. But in reality, it’s a great reminder to keep our assumptions and perceptions in check. And to test our ideas by gathering and analyzing data.
One of the smartest investments a leader can make is to create a learning environment in their organization.
What does that actually look like?
Organizational culture that supports learning is a dynamic and positive force. It encourages questions and asks for input. It creates vibrant and timely feedback loops. It prioritizes the evaluation of programs and events. It supports iterative change. It learns from failure, and it learns quickly. It measures progress, encourages learning cycles, and reminds us to implement slowly so we can learn quickly.
