Email: How can we improve learning & development in team? (Spain)
A million dollar challenge! LinkedIn’s talent research shows that half of most in-demand skills didn’t exist 2 years ago. A huge premium on intellectual curiosity, learnability. Knowing the answers to questions is now less critical than the ability to ask questions. Google makes learning an integral part of the talent management systems. A big driver of business impact is the strength of an organisation’s learning culture. Supports an open mindset, an independent quest for knowledge & shared learning directed towards goals.
We can actually build formal reward systems to inspire learning. Over-focus on short-term performance isn’t great. An average employee gets only 24 minutes a week for learning. Can we create a climate to nurture creative & critical thinking?
We can also give consistent, practical & meaningful feedback to the team. We even learn from failures. It’s hard to improve if we’re unaware of our challenges or limitations. Open & transparent conversations help. The best way to trigger the desire to learn is to highlight the knowledge gaps. Unlearning old ways of doing things is very important.
Can we lead by example? Learn a new skill or volunteer to a course. Reinforcing positive learning behaviours, aligning employee efforts with the right learning tools, hiring people with high learnability & flexibility is the key. Leveraging new training technologies & techniques may create a stronger, sustainable learning culture in the team.