In a learning organization, the manager's role is not limited to supervising teams: he or she becomes a catalyst for collective development.

Humility as a driving force for learning

Recognize that we don't know everything: A humble manager accepts his or her limits and understands that mistakes are part of the learning process. This posture creates an environment where everyone can ask questions and experiment without fear of judgment.

Adopt a learner's posture: It's essential for a manager to remain in a continuous learning and active listening mode. Receiving feedback and striving for continuous improvement reinforces the company's learning culture.

Setting an example: A manager who trains regularly and accepts feedback naturally motivates his team to adopt the same approach. By valuing learning, he transforms his team into a constantly evolving collective.

"A good manager is not one who has all the answers, but one who knows how to ask the right questions. In a learning organization, humility is a strength, not a weakness." - Vincent Cano, Alma

The ability to question and challenge ideas

Challenging oneself: In a learning organization, a manager must be able to analyze his or her own practices and evolve according to the situation. This posture encourages finer reflection and greater agility in the face of change.

Challenge others with benevolence : Constructive debate is a driving force for progress. A manager must encourage the exchange of ideas and stimulate collective intelligence to bring out better solutions.

Humility and the ability to question oneself are the two pillars of management adapted to learning organizations. By leading by example and stimulating collective reflection, managers become real players in skills development and sustainable performance.

Would you like to delve deeper into these topics and provide food for thought? Discover the FORWARD 2025 replays and retrospective.