Polyarchy Reflections
Our education systems are finally taking notice that the
traditional classroom way of learning is not for everyone. Children learn in
different ways and have difference experiences and viewpoints on the
information they are receiving form their teachers. Educators have noticed that
when the course of action is altered to meet the needs of an individual, then
that individual has a much higher and faster rate of learning. This is partly
why the Science Technology Engineering and Mathematics (STEM) programs were
created, because sitting in a classroom with 30 other kids listening to the
same information while having to sit still for hours and raise their hand when
they have a question; which consequently, often most do not do or either they
are not answered and told to wait. Of course, not every class is like this, but
the majority are. Things are no different as we become adults trying to learn a
new job.
The traditional Oligarchy style of leadership is simply not
working for those companies who wish to grow their companies in the best and
fastest way possible. The 70:20:10 model suggests that 70% of our learning is hands-on
learning, 20% is learning from others, and 10% is learning from professional
development. The hands-on learning accounts for a lot when it comes to trying
to learn a new job, not be sitting in front of a computer trying to learn the
rope of the job, or by simply watching someone else do it. So it would stand to
reason that if a company wishes to be around for a long time, then they should do
away with the traditional oligarchy leadership (Training Industry, 2016).
In my own personal experience, I am stunned that the traditional
oligarchy style is still in place in many organizations, including my own. In
my own opinion, it seems that the oligarchy style of leadership in
organizations are a bit archaic. I can’t
understand how they organization does not see how this is holding back their
growth potential as well as the growth potential of their employees. There are
so many opportunities within my organization to help build more leaders, to do
more coaching of those who are already there and have leadership qualities. So
far, I have had to be the one to initiate my training. Whatever I have learned
so far has been because I have asked, I have sought out, and I have taken
training upon myself. I came in full of
hope for my future, but it was quickly dampened. However, I also realize that I
do have some control over how this will affect my own strategy. I will use this
experience as an example and as fuel for my own leadership strategy.
Over the next 3 years, I will need to establish a better
relationship with the leadership I currently have in hopes that together we can
make some changes. Once I have established those relationships then we can work
on coming up with training procedures for new employees.
Reference:
Training Industry, (2016). The 70:20:10 Model for Learning and Development. Retrieved from: https://www.trainingindustry.com/wiki/entries/the-702010-model-for-learning-and-development.aspx
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