How can employee learning and development foster resilience and adaptability?

Investing in your employees’ growth makes your company and workplace resilient and more adaptive to situations. When you regularly employ employee learning and development training and workshops, you equip them with the necessary tools, learning materials, and experiences they can learn from and use to make them grow not only as a worker but also as an individual holistically.

You must build the students' belief in themselves and their abilities to keep themselves and others safe. Use hands-on training where possible and keep reinforcing good skills in your trainees.

To add, it’s important to mention the role of a supportive environment that fosters psychological safety, where employees feel safe to express ideas and ask questions without fear of criticism. Emphasising a diverse and inclusive learning environment can be crucial, as it ensures all voices are heard and valued, which further enhances innovation and creativity. In terms of implementation, alongside leaders modeling learning behaviours, it’s essential for organisations to integrate learning into their daily operations. This could involve aligning training with business goals, using technology to facilitate learning, and making learning opportunities accessible to employees.

In most cases a new employee is just as important as a tenured employee. When it comes to developing SOPs or How-Tos a new employees feedback will be crucial. When developing a new process, a tenured employee may be the better option. One of the biggest mistakes a manger can make is to assume they have all the answers. As a manager you need to be willing to grow just as you expect your employees to. When you foster an environment of learning, it lessens the fear of mistakes. Your employees will be more inclined to be honest when something is wrong. If perfection is the expectation, you will never find an employee. Collaborative and ongoing training is a must. I suggest giving employees goals specific to themself. Then help them achieve it.

I’d add that in my experience workshops and training classes are great for information gathering, identifying gaps and some reflection, but where behavior change needs to take place 1:1 coaching is needed to support the application of what was learned. When designing the learning make sure that follow up and support piece isn’t missed. Have those formal touch points scheduled at 30, 60, 90 and 120 days out.

The real magic happens when data transforms into actionable insights, guiding both learners and L&D professionals on a journey of continuous improvement. In the digital era, understanding this symbiotic relationship between technology, data, and learning is the key to unlocking the full potential of educational endeavors.

Learning and development programs should help foster growth mindset by allowing learners to make mistakes and not take it against them. At the start of my training sessions or a training program, I always tell them "This is the best time and place for us to make mistakes". I usually explain that making mistakes, asking questions, seeking help - these are all parts of the learning process and they are very much welcome. I noticed a significant change in participation and engagement when I started using that phrase. They are more open and welcoming of the feedback, they proactively seek and give feedback to others and take ownership of their own learning and development.

One important key to fostering a growth mindset is acknowledging growth that takes place in learners. If learners are taking time to attend sessions, learn skills, and take on challenges, one of the worst things their employer can do is to fail to acknowledge that effort. Note that acknowledgement doesn't necessarily involve monetary incentive or promotion - it could, but it needs to also be in honest, direct praise and recognition of the taken. It is amazing how much heartfelt appreciation for a learner can motivate and uplift.

While the focus of L&D is often on skill development, it is equally important to integrate wellness initiatives into training programs. This intersection of L&D and wellness can help organizations better understand the balance between healthy living, resilience, and productivity at work. By incorporating wellness into L&D programs, organizations can foster a culture that celebrates interpersonal relationships, strengthens employees' resilience, and lowers stress.