Some of our leadership team members learn by doing, while others need to study the concepts deeply before committing. How do you manage these different learning styles during our first year to ensure we do not move too fast for some or too slow for others?

Question

Tyler Smith · Accepted Answer

A leadership team always consists of diverse individuals with different learning preferences. According to Kolb's model of experiential learning, some of your team members will be accommodators who learn by taking immediate, intuitive action, while others will be assimilators who need to systematically organize and conceptualize the models before executing. If we move too fast, your analytical leaders will feel rushed and resist the changes. If we move too slow, your action oriented leaders will get bored and lose momentum. Our quarterly cadence is designed to balance these different learning styles. We begin with concrete experiences in our session days, introducing the concepts and applying them directly to your business issues. For your assimilating leaders, we provide the deep structural theory behind the tools. For your accommodating leaders, we quickly pivot to real world application, turning the theories into immediate quarterly Rocks. During the ninety days between sessions, we cycle through reflection and active experimentation. This structured process ensures that both styles are respected and utilized. By honoring these diverse learning preferences, we build a more cohesive leadership team that can execute our strategic plan with high alignment and zero frustration.