If you ask people what the word learning means to them, you will get many responses: school, discipline, restrictions, rules, structure, feelings of panic, stress, competition, boredom, and tests. People tend to equate learning with a myriad of experiences that may have little to do with what learning actually is. The most troubling aspect of these responses is that so many learning experiences seem to have been unrewarding. As a result, people may harbour negative perceptions toward the word, and ultimately the concept of, learning. It is as if the great wheel of learning has stopped for many people.

Yet learning continuously is vital for today’s workplace. The individuals, teams, and organizations that value learning, and that are willing to learn effectively, are those that are better able to respond to increasing change and complexity. Today, information may be power, but the ability to learn effectively is the key to being successful in the 21st Century.

The Practitioner Development Program develops practitioners who mentor leadership development in others, so that they can learn at the speed of change and thrive in paradox. Practitioners learn how to restart the wheel of learning that is resident in each person. Through the Leadership Through Learning (LTL) Program, practitioners learn how to create an environment that puts learning and the learner in the driver’s seat. The LTL Program is designed using two key processes: action learning and a systemic approach. Action learning is about learning as you go which supports people to solve real problems in real time. Learning as you go is based on an experimental frame and is emergent in nature, lowering risk, and maximizing results. It is fundamental to building resilience in any system. A systemic approach is about creating the conditions for people to approach the future as a blank slate full of multiple possibilities, opening themselves to the possibility of creating something truly novel, sustainable and generative.