We can see the power of using deliberate learning requirement as a way to stimulate engagement. Indeed if someone is highly experienced and fully capable from day 1 that sounds effective, but also very boring for that person.
Whitney Johnson, an executive coach, argues that on-the-job learning is the key to keeping people motivated. When managers understand that, and understand where the people they manage are on their individual learning curve — the low end, the sweet spot, or the high end — employees are engaged, productive, and innovative. CLICK HERE to LISTEN to this HBR Podcast.
Who has experience with hiring people who are not YET 100% ready for the job? Join the OUTNR. discussion by clicking HERE.