What actually transforms in transformational learning?

Sometimes, when I speak to leadership developers, talent professionals or HR Business Partners about transformational learning, I get enthusiastic nods, acknowledgement of having read something around the topic, perhaps even a ‘Oh, yes our HRD is really into that.’ However, what it actually is or entails might not be as well established as you might imagine. Also, as a designer and facilitator of transformational learning, it really does get me twitchy if asked for a ‘transformational’ programme. I am sometimes left wondering if ‘transformational’ has become the word du jour and it is being used without a deeper understanding of what it really means. So, what does it mean?

In transformational learning, what is actually transforming?

What is transforming primarily, is how we make sense of the world. This sense or meaning making is fundamental to how we think, but also how we act. In essence it is the lens through which we look at our world, our selves and ourselves in that world. For a primer on the characteristic stages of how our meaning making transforms, have a look at the HBR article by Torbert and Rooke "Seven Transformations of Leadership."

When we learn and our meaning making changes this is not just some cognitive exercise. This can go right to the heart of who we are, our sense of identity. This is not for the faint-hearted – deep exploration can be challenging! However, the rewards are an expanded ability to process complexity, to see from different perspectives and to experience ourselves in a more holistic, grounded, and authentic way. All useful capacities for leaders to develop.

Occasionally, in my experience, some aspects of transformation can come about by developing critical reflection skills over an extended period of time, e.g through a masters programme or similar. On the whole though, for learning to be intentionally transformational it needs to have at least the following elements:

• Done with, not to – this kind of learning has to be done collaboratively with skilled facilitators or coaches who aren’t coming from an ‘expert’ position. Leaders need to be treated as equal partners in their own learning. Beware 'we can transform your leaders!'
• Respectful of where leaders are now – In my own coaching practice and all the literature around stages of development say, work with the current way of meaning making first. Understand it and optimise the potential within it. As the limits of that frame begin to reveal themselves, then start exploring other approaches to meaning making. That way the drive to change comes from the leader. Also, it is worth remembering, later stages of development don't necessarily mean better
• It takes time – This is definitely not a ‘lunch and learn’ or ‘bitesize’ approach to learning. If you want learning as assimilation of new information, then great, bitesize is fine. If you want leaders to really be able to think and behave differently, especially in increasing complexity and ambiguity, then it is not a quick fix.
• Has to be done with care and attention to psychological safety – as transformational learning can go to the heart of someone’s identity, it has to be done in a way that is safe enough. Emotional defence mechanisms, deep questions, fundamental assumptions may well surface in the process. Safety is so important, and whilst as adult learners, each person can take responsibility for their own safety, it is vital that the facilitator or coach is adept at creating and maintaining a safe enough space to learn.

I really do feel passionate about this. I have come across so many leaders who could benefit from exploring the possibilities in a transformational approach to learning. However, I feel equally strongly that it is not for everyone, or that it needs to be driven by the leader as learner, in their timescale, not mandated. Organisations can say we want our leaders to learn and have better skills and knowledge, but to say we want you to change your whole relationship to yourself...? That's a different kettle of fish. If your leaders are saying that the traditional approach to learning isn't working, then great, explore what transformational learning might meet their needs, but do it in conversation.

I will be writing more on this subject, so keep an eye out for further blogs and articles. including "Confessions of an Achiever"....!

Comment if there is an aspect you’d like me to write on further, or drop me a line if you want to discuss anything this may have prompted for you.