Leadership development today points to learning. But what kind of learning? Conventional programs offer training for new skills or study for new knowledge. Our ideal learning programs are useful and practical; they produce immediate results and increase productivity.
Learning, however, may not always be instantly useful or productive. At first, it may even seem counterproductive. What if a learning program were uncomfortable, disruptive, or frustrating and caused you to be unproductive?
This kind of learning typically involves some kind of unlearning.
Our current reality defies conventional education. When knowledge is fungible, disruptive change is normal, and the nature of change is volatile and DOWNLOAD PDF