While most leaders know they need to champion learning, they often assume that there’s a single right way to do it that will serve all of their company’s needs. But that’s simply not the case. There are, in fact, three distinct ways to lead learning in your organization—as a custodian, a challenger, or a connector—all of which can be successful in the right context. 
Custodians believe that learning must serve the needs of the organization first and foremost. They can bring alignment and strengthen culture in periods of flux—for example, following the launch of a new strategy or after a period of fast growth.

Challengers think individuals have an intrinsic right to grow and that learning must support their development. Challengers shine when the organization is stuck and needs to innovate.

Connectors integrate both approaches and emphasize bringing people together to learn from one another. Connectors can help in siloed organizations that need to boost collaboration. 
Understanding these three approaches and the differing goals they serve can help you select, develop, partner with, and be a better “leader of learning” for your company. 
This tip is adapted from “Three Ways to Lead Learning,” by Gianpiero Petriglieri.
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