Are you growing or are you developing?
This may be one of the most powerful questions you can ask. If you believe that growth and development are synonymous, well, you are mistaken. The understanding and application of the difference can be a breakthrough for your company and for you as a person.
According to the late Dr. Russell Ackoff (Professor Emeritus of Management Science, Wharton Business School), growth is simply an increase in number or size, whereas development is an increase in competence. Growth is quantitative. Development is qualitative.
Perhaps the best way to understand this critical difference is through the remarkable statement that Ackoff made in the late 70’s, which has stuck with me to this day:
“Cemeteries grow each year, but they do not develop.”
Simply put, your company can grow without developing and…develop without growing. Ackoff provides further elucidation:
“The objective of growth is to increase the standard of living; the objective of development is to increase quality of life. Growth may inhibit development but development cannot inhibit growth. Bigger is not necessarily better. Growth is a matter of earning whereas development is a matter of learning.”
Growth is earning, development is learning. This is such a powerful statement. Don’t let the simplicity of it fool you as there are significant implications here for both individuals and companies as it pertains to learning.
In order to develop, your company must hire and retain employees who have strong competencies in creating change, as opposed to doing the same thing over and over and expecting different results. I believe that over time, the best qualified people to bring about change are not the ones with the most experience, but rather, those who are able to learn.
Sadly, many companies confuse the acquisition of knowledge with learning. In fact, “employee development” programs often mimic the approach of our educational system: they cram information into the person as quickly as possible, and then reward them for the single answer. In the name of efficiency, companies minimize the critical “trial and error” approach to learning.
Organizations have a long way to go in understanding and then teaching the SKILLS of learning; this is a fundamental gap in companies. And this gap seriously impedes companies from developing.
Don’t substitute growth….for development.
Are you creating an environment in your company that encourages growth, or development? What about in your own personal learning?
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You know me, RG. I want to do both! JG
Man, this post really resonated with me. It seems that it’s a both/and,but don’t let the growth distract you from the need to develop?
You made the statement that long term, it’s not the experience that counts but the ability to learn. In my present job, i feel like all I have to offer is the ability to learn. My experience doesn’t warrant my position by way of resume, but I will attempt to run circles around those more “qualified” with my desire to learn.
Great post Raymond. More please.