How can managers support continuous learning and development in their teams?

Creating a vibrant learning culture is our mission as managers. It's more than just access to tools; it's about integrating learning into our everyday ethos. Let's cultivate a space where curiosity leads and trying new things is celebrated. Encourage your team to embrace questions and understand that sometimes, things won't work out – and that's perfectly fine. Not every failure needs a neatly packaged lesson. Share your own learning experiences, fostering discussions that inspire. Celebrate the journey of learning itself, not just the destination. This is about building a mindset where growth is woven into our team's identity, creating an environment where learning is as natural and essential as the air we breathe.

I've been blessed to have grown in a culture that already had a learning culture. Our leader even has a document that allows individuals to submit project ideas or process changes they would like to work on. This allows them time to think about areas of improvement, and even research how they can accomplish this. I think it's important for your teams to have an ability to do so, as well as, have scheduled "think time" within their day. This is time to research, network, grow, ask questions, and deep dive. There are plenty of resources for free that teams can use to learn. AI softwares, Harvard Business Review articles, youtube, and google in general (knowing your team has the ability to determine valid resources in their search).

pra começar o ideal é realizar avaliações de desempenho e conversas regulares para identificar as necessidades de desenvolvimento de cada membro da equipe e com isso propor um Plano de Desenvolvimento Individual (PDI) personalizados, onde poderá incluir metas de aprendizado, treinamentos específicos, mentorias e outras oportunidades de desenvolvimento... Forneça acesso fácil a recursos de aprendizado, como cursos online, materiais de treinamento, livros e workshops, certifique-se de que esses recursos estejam alinhados com os objetivos organizacionais e encoraje sua equipe, mostre o valor do desenvolvimento para suas carreiras e crescimento dentro e fora da organização. Reconheça os esforços da equipe em buscar o aprendizado.

Assessing learning needs is about staying ahead, not just keeping up. As managers, we're not just overseeing tasks; we're guiding careers and shaping futures. Regular, 360-degree feedback is crucial. Don't wait for annual reviews – keep the conversation flowing. It's about understanding each team member's aspirations and aligning them with industry trends and business goals. What's the next big thing in our field? Let's prepare our teams now. And remember, you're not alone in this journey. Collaborate closely with your L&D team. Utilize data from your LMS, create targeted learning paths, and focus on real skill gaps. Together, we can build a workforce that's not only skilled for today but ready for tomorrow's challenges.

Few of us remember what we've learned unless we top up that new knowledge over a period of time (Ebbinghaus' forgetting curve). So it's important we give people the 3 Ts (tools, techniques and time) to digest, absorb and retain their new knowledge or skills. Workbooks, online content, quizzes are all good ways to help them top-up knowledge. Some people respond well competitive components such as leader boards, incentives, badges and awards like those associated with gamification. Think carefully about incentivisation though - it needs to be appropriate and at the right level. Use success to unlock new advanced levels to keep people engaged and reward (a free coffee at the local coffee shop etc) based on more significant achievements.

Assessing training's impact is nuanced. It's not just about checkmarks but how learning turns into tangible results. Use the Kirkpatrick model to go beyond mere attendance. It's the ripple effect of learning – like how empathy training boosts sales through better customer relations. View each success as an onion, uncovering skills and knowledge layer by layer. Don’t just keep these wins to yourself. No 'kudos' channel in your organization? Create one. Applaud every win, big or small. Share how learning leads to real success. This is more than personal growth; it's nurturing a culture where ongoing learning is treasured and openly celebrated. We all contribute to this ecosystem of growth and triumph.