How to embrace both learning and performing at work

In today's fast-paced and hyper-connected working world, it's easy to get caught up in the whirlwind of to-do lists, notifications and the constant pressure to always be productive. Co-founder of Mindset Works and growth mindset expert Eduardo Briceño asks, “What if, instead of spending our lives doing and performing, we spent more time exploring, asking, listening, experimenting, reflecting, striving and becoming?” 

To understand why time spent on a task doesn’t always equate to increased performance, we need to examine the difference between learning and performing, and how balancing time for both is key to unlocking learners’ potential and personal growth.

Improvement is about more than just working hard

In his TED Talk, Briceño discusses creating “low-stakes islands” that allow learners to acquire new skills without fearing failure or punishment. He explores the concept of two distinct mental states: the learning zone and the performance zone.

Briceño explains that understanding and harnessing the power of both of these zones can lead to personal growth, improved performance and overall success in life and in work. Let's delve deeper into the differences between these two zones and explore how we can navigate them effectively.

The learning zone: A state characterized by deliberate practice, exploration and a focus on growth. It is a period of acquiring new skills, expanding knowledge and embracing challenges. In this zone, individuals are willing to make mistakes, learn from failures and push their boundaries. Key aspects of the learning zone include embracing discomfort, purposeful practice and seeking feedback.

The performance zone: A state in which individuals apply the skills and knowledge they have acquired in the learning zone. It is a time for execution, showcasing competence and producing tangible results. The performance zone is characterized by applying expertise, delivering under pressure and fine-tuning.

Learning leaders understand the importance of shifting between the learning zone and the performance zone – so how do you get the rest of the organization to buy in? 

Why organizations should adopt the learning / performance zone approach

Most of us spend most of the time in the performance zone, rarely allowing ourselves to make mistakes and learn from them. But it’s important to find balance between the two zones, and know when to alternate between them. In an organization that promotes a culture of learning and deliberate practice, promoting more time in the learning zone is key.

So, why do organizations often focus so much on the performance zone? 

According to Briceño, many organizations focus on flawless execution cultures because they think they will get quicker results and higher productivity: “The performance zone maximizes our immediate performance, while the learning zone maximizes our growth and our future performance. The reason many of us don't improve much despite our hard work is that we tend to spend almost all of our time in the performance zone.” 

Here’s what prioritizing the performance zone in the workplace looks like: 

1. Focus on vague KPIs and metrics that don't meaningfully reflect success 📉
2. Overuse of meetings and presentations, creating a false sense of productivity 🗣️
3. Consistent prioritization of project deliverables rather than individual upskilling 📑

How did we get here? In a culture that prioritizes performance, organizations aim to get great results as quickly as possible – so people are less likely to be encouraged to make mistakes and fail forward. This approach rarely allows employees to thoughtfully refine their skills and evolve. It also prevents managers from having “learning zone” discussions with their teams, which create opportunities for deliberate practice (e.g. stretch projects, shadowing). As a result, employees struggle to innovate and improve because they stay within what they know – in turn not feeling like they are maximizing their potential, which can have an impact on job satisfaction and retention.

Spending more time in the learning zone versus the performing zone ultimately requires organizational mindset shifts, investments in learning content, team mindset shifts and manager enablement – plus a clear list of what types of content, learning opportunities and projects managers can use to support their team’s time spent in the learning zone.

Managers’ roles in embracing the learning zone

Managers are key partners in advancing any learning strategy. Enabling managers with tools and providing guidance to help them create “low-stakes islands” for learning on their teams is key to actualizing systemic shifts. It's important to encourage direct reports to allocate dedicated time for focused practice and skill development before transitioning into performance mode. If workers aren’t learning, they’re not growing. 

Ways managers can help their teammates get into the learning zone:

1️⃣ Ensure they believe and understand that they can improve

• Adopt a growth mindset - praise the effort, not just the outcome
• Help clarify with direct reports when it’s time to perform and when it’s a good time to learn

2️⃣ Help them understand how to improve an ability

• Schedule time for deliberate practice (e.g. shadowing opportunities with feedback)
• Break down abilities into sub-skills that can be practiced individually
• Recommend watching videos, taking online courses, reading papers, attending webinars, etc. (and having discussions about what was learned)
• Discuss the outcomes of pushing beyond comfort zones – What worked well? What would you change next time?

3️⃣ Create low-stakes situations

• Create mock scenarios / roleplay
• Have employees lead team meetings on a topic (discussion-based learning)
• Make space to fail without judgment (e.g. practicing a new skill in an internal meeting with supportive colleagues)
• Find opportunities for project-based learning

4️⃣ Model the learning zone as a manager

• Ask employees to shadow key calls or projects
• Share your own mistakes
• Solicit feedback regularly in 1:1s
• Make team / individual reflection a regular part of your work

Learning leaders as champions for the learning zone

Learning leaders can help shift attitudes and mindsets about how mission-critical the learning zone is. Creating a transformative learning culture can unlock individuals’ potential and encourage them to continuously grow – in turn, improving performance and business outcomes.  By understanding the unique characteristics of the learning / performance zones and getting others on board (including the need for investments in enablement, content and manager training that may be required), L&D leaders can be champions of this critical perspective shift across the organization.

Want to bring the power of TED to your organization? Share TED@Work with your Learning or HR department or get in touch with us here!