Quelle est votre stratégie pour l’apprentissage continu au sein de votre équipe ?

Understanding your team's learning needs through various methods, such as surveys and feedback sessions, is essential to design a tailored strategy that aligns with both individual aspirations and business objectives. By identifying gaps and opportunities for improvement, the team can enhance their skills and stay competitive.

Recognizing the value of analyzing a team's learning requirements was crucial to promoting their growth and development while I was team leader. I once had a project that needed my staff to learn new abilities and information. We found it difficult to offer the help and materials they required without knowing their specific learning preferences and requirements. In my experience, having one-on-one conversations and using skills audits allowed me to understand more about the goals, difficulties, and preferred learning styles of my team. We were able to improve their talents, increase their morale, and provide better project outputs by incorporating them into the process and designing learning activities to meet their specific requirements.

You have to work with curious people. Curious people always want to learn new things, and in the end this turns to be so beneficial to the team and to the organization.

Having a HOTT conversation with your team is one way that learning gets live and activates dreams that are yet to be achieved in the team and the organization as a whole. H - Honest O- Open T- Timely T - Two way Honest conversations trigger creativity and innovativeness with suggested solutions from the team. Open conversations create an environment of full participation with continuous feedback from the team with limited FEAR Decision making and problem solving comes into play with timely conversations among other benefits There is power and continuous learning learning in a Two Way conversation. This is where the leader share thoughts as much as the team members. A team that does not embrace learning is a dead team.

Assessing the teams learning needs requires the leadership team to have done the preparatory work. The key element to this, is to create the framework/language tools needed to describe the skills, capabilities and alignment to business and individual vision for the job or task at hand. Based on this the assessment can be done, the level of progress towards ideal state for the job description can be measured and the alignment to business and personal vision can be made addressable. All of this will make the pathway for personal development actionable and measurable for both parties.

I would say that it tackles an orientated way to open a gap and make an action to contribute to their profile which is good. However, it is important to cultivate curiosity and empowerment on them to continue breaking through new things. even do, they are not completely related to their role, it is proven that creativity comes from the knowledge of several themes and then we connect the dots to develop new ways, things, proceses and so on. As a technique, I do weekly sessions with my team to dedicate at least 30 min to learn something new, so every week a different team member will explain something that they know well to the team, sometimes these meetings evolve into an actively discussion on how to solve a problem inside the team.

I believe cautious learning strategy emphasizes a balanced approach to adopting new methodologies and technologies. We thoroughly assess potential benefits and risks before implementation, ensuring alignment with our goals. Regular evaluations and open discussions foster a culture of shared insights, promoting well-informed decisions. This approach allows us to embrace innovation while mitigating potential setbacks, fostering continuous growth

Certainly! Here's a concise strategy: Implement a monthly "Learning Day" where team members dedicate time to explore new skills or technologies. Pair team members for "Learning Buddies," encouraging knowledge sharing and accountability. Recognize and reward individuals who demonstrate the application of their learning in real projects or innovative solutions.

In my experience, the best way is to first take a look at what each individual's function is, learn how they currently do their job and together do a SWOT analysis to create a training plan, but mentoring and coaching them every step of the way, then learn about the individuals career interests to first help them control their current job responsibilities, and once that is achieved, get with them and develop a new training plan for the position they are interested in.

Nosotros tenemos una biblioteca digital con muchos libros, cursos, documentos. Y nuestro equipo tiene acceso para documentarse y prepararse a su gusto. Así pueden explorar distintos temas diferentes a su área de especialidad y eso los hace profesionales más completos.

I agree that providing diverse and flexible learning options is crucial for fostering continuous learning in a team. Offering a wide range of learning resources, from formal training courses to informal peer-to-peer coaching, allows team members to choose the methods that best suit their individual learning styles and preferences. Making learning accessible, relevant, and engaging is key to ensuring that team members are motivated to participate and grow their skills continuously. This approach can contribute to a more adaptable and knowledgeable team in a rapidly evolving business landscape.

In my opinion: Learning is a choice and should be done at one's pace otherwise it may not be Impactful. The following clarifies the question: -Asses your team and know the gap they have and skills that can help fill those gaps -Let their be a learning champ that follows up with the team regarding their learning mileage -Develop a system that allocates resources to Individuals and set a timeline for them to complete the resources allocated to them. -Motivate them per mileage attained -Create quiz for them to test their knowledge. -Deliver Certificates to show competence and completion of assignments. -Plan ahead for subsequent trainigns.

What I've learned is that every person has a different way of learning effectively, some by showing them how to do things, some by reading articles and books about the subject, some even by listening to webinars or audiobooks, but in the end, I strongly believe it takes a leader to identify these methods for each member of the team.

SMART learning is always helpful for individual employee growth in terms of skills enhancements and confidence in delivery whatever the experience level, consistent learning and measurable learning is KEY TO SUCCESS, We always encourage teams to grab new skills and certifications on respective skills, majorly it boosts individual confidence and growth, we measure in 60:30:10 ratio, 60% it helps individual, 30% it helps clients and 10% to organization. Focused learning is very much helpful, and it is essential for all levels of experience.

Leveraging each member's strengths to enhance your overall learning experience. Learning should be limitless and without specifics or boundaries.

I agree with this, a big part of leading a team successfully is to understand that the learning never stops. There’s always new things to teach, reteach and progress. Always being aware of each of your teams individual areas of development and focusing on building off of it to create drive within each team member. Even when recognizing where they are doing amazing, finding ways to build off of that to further develop them and foster their curiosity to learn more. A happy team is a positively challenged team, not a complacent one.

I also agree with the statement. It is very important have a supportive and motivating learning environment. And better if you aim to create a learning sessions with your team through knowledge sharing. One initiative that worked very well between us was something we called “Share and Learn Sessions”. Each of us would present a topic of its expertise to the team each week. During the session vivid discussions would arise around the given subject and the business goals. To find business applications to the presented topic was very rewarding to everybody in the session…

One idea is to do a dedicated time each week to learning. For example, Learning Fridays where you set a two hour period that employees use only for learning. The department or corporate calendar sends out the invite to block off the time. This encourages employees to learn what they are interested in and it can be anything from a class to YouTube to reading an article or book. Some people do lunch & learns on different topics with their teams that helps foster team building and learning at the same time!

I totally agree. As a team leader, one essential tip to fostering continuous learning is through knowledge sharing. This can help the organization's overall growth on so many levels. It would foster curiosity within the team, increase productivity, enhance communication within the team and also each team member gets to learn a new skill. This will in turn, promote an improved work culture within the team and company thereby, leading to the creation of more innovations and improved growth.

Every team leader is expected to know the right tools to use in order to bring out the best in his/her team per time, for both career development and organizational growth. There are several factors to consider when it comes to "Learning and Development" as regards to team members in an organization, amongst which is the allocated annual budget, current financial status, the most effective tool/methodology to achieve the desired results, diversity of learning for different members and suitable ways to harmonize for the benefits of everyone involved etc. In a constantly evolving business environment, learning becomes an integral part of the game in order to continue and remain relevant.

One of the ways our organization fosters a culture of continuous learning is to recruit employees who are committed to constant personal and professional growth. Our industry is constantly evolving as new technologies are integrated into buildings and new standards and strategies are developed for conserving energy. Ongoing learning is vital for us to effectively serve our clients, and is one of our core values. We look for candidates who demonstrate curiousity and a willingness to step outside their comfort zones, and who don’t dwell on mistakes but ensure they learn from them. Ensuring alignment with our core value of continous learning has had a positively impact on individual job satisfaction as well as company performance.

Choose the right learning methods The acceptance and understanding levels of different individuals is different. One cannot choose the same methodology in that. And one most critical factor is “speed”. Choosing variable ways to ensure proper learning is imparted is one of the hacks for effective learnings. This will ensure everyone in the team gets aware about the importance of learning in their professional journeys. This is why the advent of online courses have increased post pandemic. It has given a level playing field for everyone to learn and grow at their own pace.