Having a mentor is the number one factor in increasing the steepness of your personal learning curve. So says my oldest, Garik, a Park Scholar at North Carolina State University (class of 2012), during a discussion he recently had with the incoming Park Scholar class of 2019.
To accept the value of mentoring first requires one to understand the centrality and importance of the learning curve. Garik asked the students to imagine plotting the characteristics of two people on a simple X-Y axis. Person A comes to the game with only a moderate amount of resources at their disposal, but importantly, also a relatively steep learning curve, such that a plot of their capabilities has them crossing the Y-axis at an intercept of 1 and with a slope of one-half. Person B, in contrast, has much greater resources at their current disposal: time, talent, smarts, money, education, experience, etc …, but for whatever reason, has a shallower learning curve, such that their plot on the graph intercepts higher up the Y-axis at 2 but with a shallower slope of only one-quarter.
Unless you think you’re going to die before the two lines cross, you’d of course be better off as Person A. Based on his domestic and international experiences as an undergrad and grad student, as a researcher and an employee, and as part of two start-ups (so far), Garik’s conclusion is that, while there are several factors impacting the steepness of that learning curve, none is more important than that of having chosen good mentors.
Businesses can be said to have learning curves as well, and my discussion with my son got me to thinking about what factors would have the greatest bearing on organizational learning curve steepness. Read More