Feedback, Tutelage, and Deep Learning

I was watching the latest edition of "The Next Food Network Star" - one of the latest in a series of who-gets-voted-off-the-island-next type reality programs. In this one, the winner gets his or her own Food Network show a la Rachel Ray, Bobby Flay, Emeril Lagasse, et.al.

What I'm finding particularly interesting about this contest, though - and why I'm blogging about it - is all the constructive feedback and tutelage that's being provided to the participants, even though all of them, except one, will ultimately be eliminated from winning. It got me thinking about what it'd be like if businesses interviewed (and selected) employees this way.

You may be thinking that "The Apprentice" (NBC) does this already, but it really does not. Although I haven't watched it this season, Trump and company typically just assign, critique, and eliminate: "Here's an incredibly complex assignment, now go do it," followed by, "Yeah, yeah, whatever," and "You're fired!"

"American Idol" (Fox) doesn't really provide much constructive feedback either. (Well Simon does, but who really listens?)

In contrast, the Food Network show has more than just performance happening. There's Deep Learning, too. And not just about arcane TV production stuff. As example, participants are learning:

• How to effectively multi-task
• How to maintain your composure when things go terribly, terribly, wrong
• How to give a live demonstration
• How to work with unyielding time frames and other constraints
• How to creatively pitch an idea to a decision committee
• How to use supporting materials in a cohesive manner
• How to play big, but keep it real
• and more

Sadly, few companies afford employees such opportunities even after they're hired, let alone as part of the selection process.

Your takeaway question then is this: What are you doing to encourage the ongoing growth, development, and Deep Learning of your employees?

And, for that matter, what are you doing to encourage that in yourself?!