Whether in sports or in the boardroom, a Personal Learning System™ is the engine that drives peak performance. In the August 28 issue of the Wall Street Journal, articles by Laine Higgins and by Andrew Beaton offer examples of accomplished professionals who identified and acted upon their need to learn.

When he determined to move to college coaching, future Hall of Famer Bill Belichick realized there are differences between the college game and professional football. As part of his preparation for this transition, he arranged to go to the University of Washington and spend time with their coaches and players. Everything was scrutinized and studied from preparation, play calling, practice schedules, meetings, travel and then some. Always a student of the game, the legendary coach left no stone unturned in advancing his understanding of the college game.

The same principle of continuous learning was displayed by three highly touted professional quarterbacks, each of whom saw the early promise of a great career stalled. To resuscitate their status, when considering offers from other teams, each took into account opportunities where they were likely to learn the most about running a highly complex professional offense. Sam Darnold (Vikings), Baker Mayfield (Rams), and Daniel Jones (Vikings) each signed on with teams led by coaches known for teaching and developing quarterbacks. In each case, they were not with their new team for long, but long enough to learn and develop before moving on to a starter’s role with other teams.

Their stories share common elements: openness to critique, relentless work ethic, and a willingness to adapt and to learn.

These principles apply to managers as well as senior organizational leaders. For managers, having a mentor is helpful as are developmental workshops (the Graphic Communications Leadership Institute is an excellent example; see gcleadershipinstitute.com).

For senior executives, including CEO’s access to trusted peers and experienced advisors can be invaluable. That’s why more business owners/CEOs are forming Advisory Boards comprised of experienced business leaders with a variety of expertise. And yes, individual coaching also matters. Identifying a qualified individual where they can “get their questions answered and their answers questioned” can bring great value.

Whether you’re a new manager seeking stronger supervisory skills or an experienced senior executive looking to advance leadership capabilities, a well thought out, intentional, Personal Learning System™ offers a roadmap for development and growth. And, as top performers know, the need to learn never goes away.

For more information on ways for you and your managers to customize a Personal Learning System™, contact me at joe@ajstrategy.com or visit my website at ajstrategy.com.