LEADERSHIP TRANSFORMATION
AUTHORED BY:
RABAB HAIDER | KNOLSKAPE EDITORIAL TEAM
Transformational learning โฏis the expansion of consciousness through which an individual can question themselves about their own feelings, beliefs, assumptions, and perspective on their purpose.ย
ย
Individuals who are undergoing such a transformative process are believed to completely rewire and transform their beliefs, assumptions, and experiences into brand new expressive perspectives.ย
ย
As a theory, transformational learning is an act that individuals conduct in order to be more self-motivated, self-governing, rational, collaborative, and empathetic.ย
ย
Essentially, individuals often develop the ability to reflect on things that they may have taken for granted or were not quite aware of in the past and have made conscious decisions about it.ย
Mezirow’s transformative learning is defined as โan orientation which holds that the way learners interpret and reinterpret their sense experience is central to making meaning and hence learning.โ Put in simple terms, transformative learning is the idea that learners who are getting new information are also evaluating their past ideas and understanding and are shifting their very worldview as they obtain new information and through critical reflection. It goes beyond simply acquiring knowledge, and dives into the way that learners find meaning in their lives and understanding. This kind of learning experience involves a fundamental change in our perceptionsโlearners start to question all the things they knew or thought before and examine things from new perspectives in order to make room for new insights and information. Many learners and experts agree that this kind of learning leads to true freedom of thought and understanding.ย
ย
Mezirow says that transformative learning has two basic focusesโinstrumental learning and communicative learning. Instrumental learning focuses on task-oriented problem solving, and evaluation of cause-and-effect relationships. Communicative learning focuses on how people communicate their feelings, needs, and desires. Both of these elements are important in transformative learningโstudents need to be able to focus on different types of their understanding and view new perspectives that are both logical and emotional in order to challenge their previous understanding.ย
ย
Meaning schemes or meaning structures are another important element of the transformative theory and transformational learning according to Mezirow. A meaning structure is basically the concepts, beliefs, judgments, and feelings that shape an interpretation of information. Students are able to understand their meaning structure through self-reflection, self-directed learning, and critical theory. They are able to critique their assumptions to understand if what they understood as a child still holds true now that they are an adult. We are thereby able to understand ourselves, and our learning better. The understanding of our past perspective and the ability to look at new structures and perspectives are key to the transformative learning theory.โฏย
How can you foster a reflective culture in your organization? To break mental schemes, you need a transformative force capable of inducing that deep mindset shift. Transformative learning may be the answer to that question. It is a process that aims to develop a profound shift of consciousness and trigger emotional and cognitive reactions that transform oneโs behavior and thinking. This theory is rooted inโฏJack Mezirowโs research and work. He argued that learners who undergo experiences that donโt fit into their current beliefs tend to question and reflect upon what they know. By doing so, they build and integrate new ideas to solve problems creatively and adapt to change. Transformative learning aims to turn learners into “reflective practitioners” always ready to learn from their experiences. It includes ten systematic steps that can be combined into four main steps: disorienting dilemma, critical reflection, collaboration, and implementation.ย
By now, we all know the importance of adapting to change and how wrong assumptions may cause companies to waste money on ineffective interventions. What if your company is experiencing this challenge because of the inability of the managers to collaborate and acknowledge mistakes? What would you do to help them succeed? Here is how you can apply and structure transformational learning to improve their performance.ย
This is a situation or experience that makes an organization question their beliefs, values, and assumptions. It might trigger feelings of confusion and discomfort, and it is generally caused by major events such as a crisis. How can you get managers to admit they donโt know it all? In a safe, non-judging learning environment, managers can view a presentation about past interventions and their consequences. They will visualize the gap between their intentions and the results of their actions. This awareness is likely to cause a sense of disorientation and malcontent that may trigger their need for change.ย
In this step, companies assess their beliefs, values, and assumptions that contributed to the above-mentioned dilemma. Why are managers unable to implement viable interventions? Managers will start wondering why their past actions led to inefficiency, recognizing that they donโt know everything and that better ways exist to face the problem. Targeted questions and reflective activities can be useful tools to foster their critical thinking and reflection and to transform their perspectives into more open ideas.ย
How can you create a shared understanding of the companyโs goals and needs? Collaborative learning experiences, such as communities of practice or workshops, can be a strategic tool to encourage managers to share their experiences and reasoning with others and use dialogue to explore different perspectives. Managers will feel that the challenge they face affects the whole management team, which collaborates to develop shared business ideas.ย
How can you help managers integrate new ideas into their way of thinking? By creating a safe, continuous learning community, managers can generate new ideas on topics of interest. They gain the knowledge and skills to develop action plans, integrate them into their work, and share their experiences with the team. Ad hoc resources can also be designed for continuous improvement opportunities and points of reflection.ย
The Transformative Learning Theory has three fundamental components that facilitate the learning and transformation of adults in the business environment.ย
ย
These are critical reflection, the centrality of experience, and rational discourse.ย
Individuals need to think critically about their experiences, which in turn leads to a perspective transformation. This process enhances self-awareness and promotes a deeper level of self-understanding.ย
This component of the transformative learning theory refers to the experiences that can bring about transformative learning.ย
Essentially, it is presented in the theory under a form of discussion with other people that focuses on personal and socially held beliefs and assumptions, which are conducted in a logical and rational manner to pinpoint any biases, blind spots, or incongruencies which allows the individual to consciously address them.ย
In the last component of Mezirowโs transformative learning theory, such experiences would include what people do, what they believe in, what they can put up with, the way they react to certain situations, what they would be willing to suffer for, and moreover, their desires, perspective, dream, and faith.ย
When applied to teams, transformational learning can have a powerful impact on the way they work together. Encouraging team members to challenge their assumptions and think more creatively can foster a culture of innovation and collaboration. Teams that embrace transformational learning are better equipped to adapt to change and tackle complex challenges, as they are not bound by rigid ways of thinking or doing things. This can lead to improved performance, greater job satisfaction, and a sense of shared purpose and fulfillment.ย
Furthermore, transformational learning can enhance team communication and interpersonal relationships. When individuals are willing to challenge their assumptions and beliefs, they become more open-minded and empathetic toward othersโ perspectives. This can lead to more effective collaboration, as team members are better able to understand each otherโs points of view and work towards common goals. Additionally, the process of Transformational Leadership often involves reflection and self-awareness, which can help team members recognize and address any conflicts or barriers to effective communication.ย
ย
Transformational learning can also have a positive impact on team morale, motivation, and Leadership Development. When individuals are actively engaged in the learning process and see the benefits of their efforts, they are more likely to feel invested in their work and committed to the teamโs success. This can lead to increased job satisfaction, which in turn can lead to lower turnover rates and a more stable and productive team. Additionally, by encouraging individuals to take ownership of their own learning and development, transformational learning can help foster a sense of personal empowerment and autonomy.ย
Another key benefit of transformational learning is the increased resilience and adaptability it can provide. When individuals are willing to challenge their beliefs and assumptions, they become more comfortable with uncertainty and change. This can be especially valuable in todayโs fast-paced and unpredictable business environment, where organizations must be able to quickly adapt to new challenges and opportunities.ย
ย
By embracing transformational learning, teams can develop the skills and mindset needed to navigate change and uncertainty with greater ease and confidence. This can lead to improved performance, as teams are better able to respond to new opportunities and challenges and can help ensure the long-term success and sustainability of the organization.ย
Empower your workforce with
a winning culture
In an era of cut-throat competition and unforgiving deadlines, compromises might be made that ideally should not be made. KNOLSKAPEโs Building Trust course will help leaders to take the right actions to build and maintain trust with customers. After all, faith may move mountains, but it is trust that helps one climb the mountain.ย
ย
Leaders often find feedback exchange challenging due to various reasons, such as fear of disrupting the relationship, lack of impact after giving feedback, power dynamics, and fear of criticism while receiving feedback. To overcome these challenges, it’s necessary to have a safe environment for practicing and encouraging the art of giving and receiving feedback. This simulation-based course allows the learners to test and polish their feedback skills using an effective, time-tested framework.ย
ย
Happiness is one of the most significant determinants of professional success. Happier employees work harder, work better in teams, and are more productive. The return on investing in employee happiness is, therefore, a win-win proposition for any organization. KNOLSKAPE’s Happiness@Work simulation, based on Professor Raj Raghunathan’s BAMBAยฉ Model of Happiness, bridges the gap between the theory and application. It equips leaders with tools to enhance happiness and boost engagement and productivity of their organization.ย
ย
The most impactful people demonstrate high levels of emotional intelligence. This course helps participants understand and leverage emotional intelligence in modern organizations. Through exercises, case studies, and discussions, they understand how to identify and moderate their emotions and the emotions of others, ultimately learning how to build strong relationships both within and without organizations.ย
ย
Future-proof your organization with
a Digital leap
This course helps you understand the new leadership practices for the digital age. It covers a basic introduction to the concept, an introduction to digital leadership, understand the 4 personas of a Digital Leader: Networked leader, Sense-making leader, Design leader and Agile leader.ย
ย
ย
BLUR stands for
Boundaryless organization
Limitless Digitization
Unbounded innovation, and
Relentless Iteration.
This course fills the gap by providing a handbook for navigating the strategic challenges of the digital age. It teaches leaders the dynamics of digital transformation and its impact on the business.ย
ย
This course consists of The Digital Transformation Champion simulation, which is designed to help learners discover, explore, and learn how to drive digital transformation initiatives through time-tested models and frameworks. It puts learners in the role of a leader who must win support for a digital platform among the ecosystem by taking actions that build alignment on strategy, culture, and capability.ย
ย
ย
The Digital LEAPFROG Strategy course helps leaders formulate exponential digital strategies and innovate on their existing business models. Using a series of structured frameworks and online toolkit, this course allows you to apply key learning in the context of your business.ย
ย
ย
Build a leadership-pool calibrated for impact and excellence
KNOLSKAPE’s Leadership Transformation courses have been scientifically developed to unlock the potential of leaders and drive transformational change in organizations. Our experiential learning approach enables participants to develop a deep understanding of their leadership strengths and areas for improvement. Through immersive simulations, gamified assessments, and interactive coaching, participants gain practical insights and develop the skills needed to lead with purpose, impact and excellence. Our courses also leverage talent intelligence and analytics to identify leadership gaps, develop personalized learning paths, and measure the effectiveness of the learning interventions, ensuring a data-driven approach to leadership transformation.
The impact of transformational learning on teams and organizations is not just a theoretical concept; it’s backed by tangible industry data and statistics.ย
Transformational learning is a powerful tool that can have a profound impact on teams and organizations in terms of their future-readiness. By promoting innovation and collaboration, enhancing communication and relationships, boosting morale and motivation, and increasing resilience and adaptability, transformational learning can help teams achieve their full potential and create a more fulfilling and rewarding work environment. By embracing transformational learning and encouraging their teams to do the same, leaders can create a culture of continuous growth and development that benefits everyone involved.ย
Sign up for our free newsletters, including tips to improve workforce capability through technology. We don’t spam!
KNOLSKAPE is a global leader in experiential learning with a mission to help organizations and employees become future ready. Using a large award-winning portfolio of simulations aligned with 100+ competencies and cutting-edge talent intelligence, KNOLSKAPE produces stellar outcomes for more than 375+ organizations across 75 countries. Driven by research and thought leadership, KNOLSKAPE offers its products and solutions in a flexible subscription model powered by omni-channel delivery.
ยฉ2021 KNOLSKAPE. Developed by:ย Xenia Consulting
You can see how this popup was set up in our step-by-step guide: https://wppopupmaker.com/guides/auto-opening-announcement-popups/
You can see how this popup was set up in our step-by-step guide: https://wppopupmaker.com/guides/auto-opening-announcement-popups/
Thank you for registering. We look forward to welcoming you at the exclusive Virtual Instructor-Led Training session on ‘Emotional Intelligence at Work’. Further details about the event will be shared on your email along with a calendar invite.
You can see how this popup was set up in our step-by-step guide: https://wppopupmaker.com/guides/auto-opening-announcement-popups/
[contact-form-7 id=”12592″ title=”Free Trial”]
You can see how this popup was set up in our step-by-step guide: https://wppopupmaker.com/guides/auto-opening-announcement-popups/