The Boss Approach to Faster Learning and Stronger Follow Through
One of the simplest leadership tools I use when handing over a new task is asking: “How do you best pick up something new?” Most managers skip this completely. Instead they explain the task the way THEY would want it explained.
That works fine when someone learns the same way you do. It becomes frustrating when they don’t. Sometimes what looks like a performance issue is actually a learning mismatch.
So I ask four questions:
Do you want me to show you?
Do you want me to describe it to you?
Do you want me to write the steps down so you can think about it?
Do you want to try first?
The answers tell you a lot.
Some people need to see it once and they’re away.
Some want to hear the logic out loud.
Some want space to process and think.
Others need to physically try the task themselves before it clicks.
These questions loosely align to the VARK learning styles model:
Visual
Auditory
Reflective (reading/writing)
Kinaesthetic
This short video gives a simple overview of the different approaches:
VARK Learning Styles Overview
A client asked me where to find something on the Gallup website. I asked: “Do you want me to show you or describe it?” She said: “Show me.” I barely moved the mouse 2cm across the screen before she said: “I’ve got it.” Done.
I could have overexplained the whole thing, with long written instructions or described every step. Instead the task was learned in seconds because the approach matched how she naturally picked things up.
I’ve seen the same thing with my admin support. I’m naturally auditory, so my instinct was always to call people and verbally explain a long list of tasks. Not everything got done. My first admin support person was much more reflective. The moment I started sending her clear written emails, execution improved immediately.
My second learns kinaesthetically. So instead of overloading him with everything at once, we step through tasks practically and build capability one piece at a time. Once he’s done something once, he usually has it.
This is why training should never be one size fits all. The best leaders don’t only explain tasks clearly. They adapt the way they teach based on the person in front of them.