How can you encourage team accountability and responsibility for learning and development?
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As a manager, you want your team to grow and improve their skills and performance. But how can you motivate them to take ownership of their learning and development? Here are some tips to help you create a culture of accountability and responsibility for learning and development in your team.
The first step is to communicate clearly what you expect from your team in terms of learning and development. You can use SMART goals, which are specific, measurable, achievable, relevant, and time-bound, to define the desired outcomes and indicators of success. You can also align the learning goals with the team's and the organization's vision, mission, and values, to show how they contribute to the bigger picture.
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Colonel Tarun Vohra
Vice President - People, Blinkit #buildingblinkit I Ex Amazon I Indian Army
Speak to the entire Team, Everyone including the manager to do a SWOT analysis for themselves. Learn from each other, plan learning sessions within the peers, seniors and subordinates. Encourage mentoring including the reverse mentoring where a junior teaches something new to his/her seniors. Build that trust in the team that everyone is open to accept their shortcomings without any prejudice of fear or judgement. Give feedback to the team and encourage them to take new courses and learn from them. Instill the belief that learning never ends. Lead by example, pick up a few courses where you are lacking and need to work on and similarly encourage your team members. Lastly, remember Robert Frost lines "Miles to go before I sleep" ..:)
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Susan Sullivan, CPHR (She/Her)
Director of Human Resources at Conviron
In my experience, involving your team members in their learning map as well as setting goals for the team as a whole is very helpful. Members of my team wanted to improve their project management skills so we created a team, took a course together, created milestones for unit completion and met to discuss each unit. In our discussions, we also talked about how we would use the different theories or tools that we had learned in our roles.
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The second step is to provide regular and constructive feedback and recognition to your team members. Feedback helps them to identify their strengths and areas for improvement, and to monitor their progress and performance. Recognition helps them to feel valued and appreciated for their efforts and achievements. You can use different methods of feedback and recognition, such as one-on-one meetings, peer reviews, surveys, awards, or public praise.
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Amitabh Shergill,CPP
Sr Director Operations, Delhivery
Foremost lead by example. A team which sees its leader willing to Learn, Unlearn and Re learn will readily be open. Understand the strengths and weaknesses of your team. Each person comes with different skills and accordingly structure their training. Task, assess, re learn and assess again. Take regular feedbacks. Lastly a happy team is always going to be a Willing team.
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Soumitri Das
Sr. Talent Acquisition Manager | Employee Engagement |Employee relations| Onboarding Zoho| Manpower Planning | Campus Recruitment | Lateral Hiring |Fresher's Hiring|HR Operations|HR Analytics
Learning is always important and mandatory for all irrespective of positions. Now in this era up to date with new skill always important. It will help both organization and Individual as well.
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The third step is to empower and support your team members to take charge of their learning and development. You can do this by giving them autonomy and flexibility to choose how, when, and what they want to learn, as long as it aligns with the expectations and goals. You can also provide them with resources and opportunities to access relevant and quality learning content, such as online courses, webinars, podcasts, books, or mentors. You can also encourage them to share their learning experiences and insights with each other, to foster a collaborative and supportive learning environment.
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Aveek Dey
Operations and Supply Chain I Lean Practitioner I Change Management I Leadership I Procurement I I Design and Implement Operations and SCM Solutions for 10-15% increased efficiency with Quality | e commerce
The strength of any team is as strong as the weakest link. The team needs to have a balanced approach and we as part of the team must ensure that the skill and knowledge level of all members is beyond a threshold that we need to deliver consistent performances. Empowering team members takes us a long way in developing a sense of belonging and ownership. Also, plan for exigencies when empowering a new team member, as part of his/her/their initiation, we must expect some loose ends in the system that needs to be monitored and corrected, but once that has been done, the team and the operations will raise the bar with their performance. All this attributable to the fact that leaders have been empowering and supportive of their team.
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Carole Dommee
Founder of CoachingAccent I Helping organisations and individuals leverage the power of coaching to accelerate their path to success
Like for any other goals, success often depends on having the right support to: 1. Set the right development goals (Highest impact) 2. Define the right development strategy 3. Maintain focus and motivation for successful execution And in my view, getting a coach is the best way to support the achievement of our goals. As such, in the workplace the role of the Manager is in two folds: 1. To help their Directs set the development goals that will accelerate their performance and/or their career 2. To help their Directs define the right coach to support them in the achievement of those goals. e.g. Manager, Peer, Internal expert, External coach...
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The fourth step is to evaluate and celebrate the results and outcomes of the learning and development activities. You can do this by measuring and tracking the indicators of success, such as improved skills, knowledge, behaviors, or performance. You can also solicit feedback from your team members, customers, or stakeholders, to assess the impact and value of the learning and development. You can then celebrate the achievements and milestones, and acknowledge the challenges and learnings, with your team. You can also use the evaluation results to identify new or revised learning goals and plans, to ensure continuous improvement.
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Amin Khaghani Far, DBA, PSM
General Manager: Customer Service Planning & Operation at MTN Irancell
"Empowerment." By empowering your team, you provide them with the autonomy, resources, and support needed to take ownership of their learning journey. This means they have the freedom to set their learning goals, make decisions about how to achieve them, and feel a sense of control over their professional growth. Empowerment fosters a culture where team members not only feel accountable for their own learning and development but also responsible for contributing to the collective knowledge and growth of the team, ultimately leading to a more motivated and self-driven workforce.
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Abdelaziz Eldefrawy
Senior Executive Leader
Having an organized assessment tool can help getting the feedback from the team which will guarantee the on going improvements and the reflection on the business and personal change to the positive side
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The fifth step is to model the way for your team by demonstrating your own commitment and enthusiasm for learning and development. You can do this by sharing your own learning goals and plans, and how they align with the team's and the organization's objectives. You can also share your own feedback and recognition, and how they help you to grow and improve. You can also show your own curiosity and willingness to learn new things, and to seek feedback and support from others. By doing this, you can inspire and influence your team to follow your example, and to see learning and development as a rewarding and enjoyable process.
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Abdelaziz Eldefrawy
Senior Executive Leader
Continuous learning is the key to success of the learning and development in any organization. The leader role is to share the new learning with his/er team which create the culture of self learning and this can be cascaded down to all levels in the organization.
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The sixth step is to challenge and inspire your team to go beyond their comfort zone and to seek new and diverse learning opportunities. You can do this by exposing them to different perspectives, ideas, and experiences, and by encouraging them to explore and experiment with new approaches and solutions. You can also challenge them to set stretch goals, and to take on new or complex tasks or projects, that require them to apply and expand their skills and knowledge. You can also inspire them by sharing stories and examples of successful learners and achievers, and by highlighting the benefits and outcomes of learning and development.
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Adriana González
Talent Preneur Management/HR BP Manager | Especialista Freight Forwarder🚛🛩🚢 | Executive Search Consultants | Consultora en liderazgo, transformación y recurso humano | LOOKING FOR EXTRAORDINARY PEOPLE [LION +170K
Creando un ambiente de confianza y libertad basad en el respeto y la tolerancia a todas las ideas. Adicional, como líder se enseña con el ejemplo, con la manera en como se solucionan los retos y se permite desarrollar nuevas soluciones. No juzgando y sí guiando
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Roya Kabiri
Dedicated HR Specialist Focused on Fostering Positive Workplace Environments and Employee Satisfaction
I believe in challenging and inspiring teams by encouraging them to explore new opportunities and diverse perspectives. By setting stretch goals, involving them in complex projects, and sharing success stories, we foster creativity, innovation, and continuous development. Creating an environment that values learning empowers teams to excel and contribute meaningfully to their work.
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Ltcol Charanjeet Bhalla (retd)
Head of Learning and Development | Talent Development
It is essential to foster a work environment that motivates and empowers employees to take ownership of their skills and competencies development. To do this effectively, you need to set expectations for clear learning, provide the necessary resources/ learning opportunities, empower employees & recognise/ reward efforts towards self development to reinforce this idea. If successful, you will have a team that takes ownership of their career development in an impactful way for sure 👍
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Carole Dommee
Founder of CoachingAccent I Helping organisations and individuals leverage the power of coaching to accelerate their path to success
In my experience working with sales organisations, getting people to prioritise their learning & development requires to connect their development needs with their definition of success. i.e., Performance or Career growth. From a performance standpoint, Managers and their teams operate in a busy environment with high pressure on results. As such while the majority understands the value of investing in their skill development, they don't always see it as a key priority. To drive urgency, it is important to help them: Read their performance (KPIs), define KPIs to improve, translate those KPIs into specific skills, and define the relevant development approach (Training, Coaching, Mentoring...). Skill Dev.: Good 4 People. Good 4 Business:)
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