Recently, my accountability group asked me how my guitar practice was going.  I have been watching lots of videos, learning some chords and I am thinking about some lessons.   I am however getting a little bored.  This learning bit feels so slow!  I just want to play a song!

The reality is I can’t yet play a song.  When I am more familiar with the chords, where I need to place my fingers on the strings and move along the frets and when I can put some of it together to at least get a tune going, I know I will be fine.  Perhaps I’ll just learn one song and play it over and over until I learn another? 

The question from the group was fair.  I have asked them to hold me to account in learning the guitar.  I made a commitment to them.  However, the question had me feeling vulnerable, even exposed.  I immediately questioned how much time I had dedicated to practice.  Would I be able to play something at the end of the six-week period that I committed to (we are currently at week three!)?

This level of accountability and vulnerability can create a feeling of discomfort and exposure. 

I am learning and I am leading at the same time.

Aren’t I meant to know before I lead?  Can I learn and do simultaneously?

Yes, you can.  Yes, I can.

The moment you stop learning is probably the moment to move on from what you are doing.

Imagine if your team stopped doing everything else because they had to learn something new.  Would that work?  Of course not.  The reality is that often we are simultaneously learning and doing. 

Having the knowledge of that won’t necessarily make it feel easier, safer or less risky.  So here are some suggestions:

Disclosure

Let the team know you are learning or exploring something new.  Be transparent that this is a learning and exploration period for you.  This will help them to be more empathetic and tolerant as you are learning.  It will also help them feel accountable for sharing the journey of learning with you, perhaps by checking in to ask how they can support you.

Expansion and growth

How fabulous that you are learning, developing and growing.  You may have feelings of gratitude around this.  There may also be feelings of discomfort.  With any expansion, there is usually discomfort.  Sit with it, be present, and be aware if you are resisting it.  Resistance may make it less enjoyable.

Role modeling

Offering to share what you are learning with those around you may also encourage them to engage in learning.  They will then have the opportunity to experience their own learning and growth journey.

How we prefer to learn can impact how we lead.  The key is awareness. In understanding how we learn, we can increase our ability to be vulnerable, cope when we feel exposed and admit when we need support.

 Rita Cincotta writes, mentors, and speaks on individual and team performance, leadership development, resilience and new ways of working. She works with organisations to develop human centred solutions that help people and businesses to thrive.