"Why aren't our managers engaging in these crucial conversations?"

This concern was raised during a Business Agility workshop I facilitated at a leading bank. It's a question I encounter often and it reflects a pressing need for Business Agility in today's business environments.

The truth is, when senior leaders are absent from these dialogues, companies find it challenging to improve their Business Agility .

Why does this happen?

At Actineo, we champion a three-dimensional learning approach: Deep, Wide, and High.

Let's explore each one:

• DEEP LEARNING
Companies need to acquire new skills and expertise to remain competitive in the market. To achieve this, they often embark on training programs run by external experts. These programmes are expensive to run and they often reach a limited number of employees.

• WIDE LEARNING:
In modern knowledge-based companies, relying on a small group of experts poses a considerable business risk. It's essential to disseminate knowledge broadly within the organisation, ensuring team members possess the necessary skills for independent decision-making and the continuous development of internal expertise.

• HIGH LEARNING:

True organisational learning engages individuals at every level. It's not sufficient to limit training to a narrow band employees; agility and adaptability must be understood and embraced from the newest recruits to the executive boardroom.

So, what tends to happen?

Many companies focus intensely on deepening a narrow skill set among a select few, neglecting the wide and high dimensions of learning. This often results from the prohibitive cost of external training, leading to prematurely abandoned initiatives. A more sustainable approach involves nurturing an internal culture of learning, where knowledge is not only consumed but also shared, creating a robust internal training and learning ecosystem.

The oversight of not engaging senior leadership in learning programs can leave a gap in strategic agility, hindering the organisation's capacity to succeed in a fast-paced business environment.

Is there a better approach?

It's time to flip our perspective. New hires, especially those in leadership roles, should be encouraged to listen, learn, and understand the organisational environment before making significant changes.

By fostering an environment where knowledge flows freely at all levels, companies can build a resilient, agile workforce ready to face the challenges of tomorrow.

Let's start transforming our workplaces with meaningful conversations and inclusive learning journeys. Together, we can pave the way for more agile, informed, and connected organisations.