In organization, there’s so much we can learn from one another.
So it’s tempting to gather regularly, have individuals one-by-one present their key lessons or learnings, and hope it benefits everyone.
The key word here is “hope”.
Kevan Hall describes best practice reviews as “Great solutions to problems I don’t have.”
And he has a brilliant alternative. Here’s how it works:
Each participant makes a flip-chart with two columns.
The first column is “wants”. This is where members indicate that they’re looking for ideas to solve a problem they’re currently facing.
And the second column is “offers” for areas where they have a great idea to share with others.
(As Hall notes, don’t be surprised if you get a lot more offers than wants. A lot more.)
Next, people walk around marking their initials next to each offer they’re interested in learning about, and next to each want they’d like to help with.
Finally, those interested individuals self organize into small groups for focused learning sessions.
Even better, I think you could do this entire matching process via a simple online bulletin board. And if you started one at your organization, and it caught on, what type of culture might that create?
Here’s the simple lesson: when people voluntarily decide to participate in learning, much more learning (and much less resentment) actually takes place.