In the fast-paced world of HR, where the challenges are as diverse as the people we manage, mastering our craft requires more than just experience. It demands continuous learning, reflection, and, perhaps most importantly, the act of teaching. One powerful principle I’ve embraced in my journey as an HR professional is beautifully encapsulated in a concept from The Diary of a CEO by Steven Bartlett: “To master it, you must create an obligation to teach it.”

Teaching isn’t just about sharing knowledge; it’s about deepening your understanding of a subject. When you commit to teaching others, whether through mentoring, leading workshops, or even sharing insights on platforms like LinkedIn, you’re forced to clarify your thoughts, refine your knowledge, and confront any gaps in your understanding. This process not only benefits those you teach but also solidifies your own expertise.

Bartlett’s journey from a nervous public speaker to a confident orator resonates deeply with my own experience. I remember the first time I had to speak at an Annual Event. My anxiety was at its peak. I had to address 300 people, and the thought alone made me go blank. Just before the event, someone advised me to practice in front of a mirror and to move around while speaking to engage with the audience more effectively. That advice transformed my approach. Not only did the event go well, but it also marked a turning point in how I viewed challenges.

In HR, the obligation to teach can take many forms. It could be mentoring a junior colleague, conducting training sessions, or even leading a team through complex changes. Every time I’ve taken on such roles, I’ve found that my own understanding of HR practices deepened. For example, explaining the nuances of labor laws to a new team member forced me to revisit the material, ensuring I wasn’t just reciting information but truly understood its implications.

This practice aligns perfectly with Bartlett’s principle. He emphasizes that to master a skill, you need to create a consistent obligation to teach it. For me, this obligation isn’t just about formal teaching; it’s about making a daily commitment to share knowledge, whether through a LinkedIn post, a team meeting, or an informal discussion with colleagues. This consistent effort has not only improved my skills but also built a reputation as someone who others can turn to for guidance.

Another concept Bartlett discusses is the Feynman Technique, named after the Nobel Prize-winning physicist Richard Feynman. This technique involves simplifying a concept so thoroughly that you could explain it to a child. It’s a powerful tool for mastering any subject because it forces you to distill complex ideas into their essence.

In HR, this technique can be incredibly useful. Whether you’re explaining company policies to employees, onboarding new hires, or resolving conflicts, being able to break down complex information into simple, understandable terms is crucial. It ensures that your message is clear and that everyone is on the same page, which is vital in maintaining a positive and productive work environment. The HR industry is constantly evolving, with new regulations, technologies, and best practices emerging all the time. To stay ahead, continuous learning is essential. But learning alone isn’t enough. By creating an obligation to teach, you reinforce your learning, keep yourself accountable, and contribute to the growth of others.

Moreover, teaching positions you as a leader and a trusted expert in your field. It shows that you not only have knowledge but are willing to share it. This willingness to teach and guide others is what ultimately sets you apart as a thought leader in the HR industry.

To master any skill, particularly in the ever-changing field of HR, you must create an obligation to teach it. This principle, highlighted in The Diary of a CEO, has been a guiding force in my career. Whether it’s through public speaking, mentoring, or simply sharing insights with colleagues, the act of teaching has deepened my understanding, improved my skills, and helped me grow as a professional.

So, if you’re looking to master a new skill or deepen your expertise in HR, I encourage you to start teaching. Share your knowledge, engage with others, and make it a daily habit. Not only will you grow, but you’ll also contribute to the growth of those around you, creating a ripple effect that benefits everyone in your professional community. In the words of Yogi Bhajan, “If you want to master something, teach it.” The more you teach, the more you’ll learn, and the closer you’ll get to mastering your craft.