How do you encourage team learning and growth?

In my experience, linking the team’s development to predefined goals and targets are the key for change. One other key factor is to present a successful role model who the team can trust and follow for continues development, leaving no room for doubts that exerting more effort on learning and development will always lead to a huge improvement on the employees’ business attitude.

What have worked for me has been to challenge my team all the time in a never ending journey for continuous improvement and growth. Being the kind of leader who do not have all the answers but a lot of questions to discover what is in their minds an encourage them to do the same with their people. Help them visualize the potential outcome of a new initiative and get excited about it. A leader who always recognize creativity and remove barriers to facilitate a successful implementation of their ideas.

One can encourage team learning and growth through a variety of methods - a) Be an example yourself, if the team manager lives and embodies learning and a growth mindset, there are higher chances of the team learning from them and gaining valuable insights and ideas which can be implemented daily. b) Set recurring and SMART goals through the year , focusing on self and process improvements c) Have open and candid conversations with the team with 1o1s, team meetings and presentations. Ask them for their thoughts and their interest areas on adding value to their team performance

In my experience-growth and opportunities the two sides of the coin.As a leader you need to ensure the following: 1)Opportunities-to learn 2)Delegate task 3)Foster a knowledge sharing environment 4)Trust your team and give them chances to fail...avoid micromanagement

We spend time every week giving honest feedback on recent performance. This allows us to call out successes as well as to reflect and improve on things that we could have done better. Everything out in the open and dialogue from people at all levels of the company encouraged allows a transparent analysis of how we can always be improving. "If it's not growing, it's dying," and where you water the grass matters for true growth.

Fostering a culture of regular and constructive feedback resonates with my ethos of exceeding expectations through high-quality, efficient solutions. Empowering every individual to achieve more, driving continuous improvement. Just as organizing vast amounts of information helps in making it accessible and useful, regular feedback helps with distilling valuable insights for personal as well as collective growth. Additionally, by bringing individuals closer in a shared mission, much like connecting people in a digital realm, feedback should nurture deeper connections, spurring growth and innovation in any community focused environment.

I call it a duty to seek team members to provide me with feedback at every engagement. I have learnt overtime that constructive feedback ca set one in the path of growth and achievement, when one take into cogniziance of the message and not always the messenger. It is great to understand individual and collective strength and weaknesses with a team, which helps one to utilize resources effectively to achieve the desire goal, while have everyone involved, learning and improving at the same time.

As long as team believes that your feedback’s intent is for their individual growth and improvement, I have observed, that the tough feedback’s are also were taken positively by the team

Your contribution in fostering regular and constructive feedback involves leading by example. Emphasize the importance of open communication within the team. Offer feedback in a timely, specific, and respectful manner, highlighting strengths and suggesting improvements. Encourage your team to not only receive feedback but also actively seek it from various sources. As Ken Blanchard puts it , "Feedback is the breakfast of champions." By promoting a culture of feedback, you empower your team to learn and grow collectively and individually.

As leaders, we should embrace both solicited and unsolicited feedbacks! Every member of the team should get on-the go performance feedbacks and not just during appraisals. This allows for useful and prompt corrective measures to be deployed. Also, feedbacks shouldn't dampen an employee's motivation. Give feedbacks but ensure to use the right words to encourage improvement.

In my experience building high performing teams in a complex environment, I always found knowledge sharing is something that often brought people together. I ran a weekly "tech exchange" workshop series where the team members are encouraged to share their knowledge and learnings with other members of the team in a casual environment and promoted an open dialog among the team through these workshops. I've seen the series take off where the team members extended invitation to other parts of the company that would benefit from participation. One thing to keep in mind with these sessions is to not fall into the trap of "groupthink". Inviting groups with diverse perspectives to share their knowledge is key to success of such a workshop series.

The Brown Bag Lunch & Learn is a great way to scale knowledge across your organization. This is a learning session over the lunch hour that anyone in the company can sign up for. It’s how I brought basic SQL skills to nearly every department at a time when everyone was starving for data, but hadn’t the ability to get at it.

Your value addition lies in actively fostering a culture of collaboration and knowledge sharing. Lead by organizing cross-functional projects, brainstorming sessions, or mentorship programs. Be a proponent of recognizing and rewarding collaboration within the team, as it spurs motivation and innovation. It's not about knowledge sharing; it's about knowledge enabling. By enabling your team to work together effectively, you empower their growth and learning.

One of the most misunderstood aspects of collaboration is healthy conflict. If a team is built on a foundation of trust then the team members can have unfiltered debate about ideas without fear of repercussion or politics getting in the way. When team members are free to share their most innovative, even radical ideas, regardless of how controversial, there is a greater chance that the team can get to the best possible solution. Great leaders learn how to foster healthy conflict within their teams.

Whilst it is important for every team member to be able to work alone when necessary, more important is the building of team spirit amongst ourselves. Working as a team leads to greater achievements and more wealth of ideas. As a team, sharing knowledge is key to having a sound workforce. When knowledge is shared, team members are able to take up more responsibilities based on knowledge shared..

If someone wants to be where I am, I find opportunities to give them access to either roles or decisions I'd usually take on. For example, if part of my role is reporting back up to a senior leadership team, I'll have the person who wants to develop attend the meeting on my behalf. Delegation is also a clear opportunity for someone to try doing something I normally do. Prepare people for success, let them do their thing, convene afterwards to provide feedback.

You can leverage the Psychological Safety Framework from Harvard Professor Amy Edmondson as outlined in her book "The Fearless Organization" to create an environment where teams feel safe to take risks, learn from mistakes and grow. Psychological Safety is fundamental for creating High Peformance Teams! Here are some key steps to achieve this: 1. Build Trust and Inclusivity 2. Open Communication 3. Embrace mistakes as learning opportunities 4. Share responsibility 5. Set clear expecations 6. Promote Psychological Safety. 7. Encourage Experimentation 8. Lead by example 9. Continous Improvement.

1. Work with each team member to create personalized learning plans that align with their career aspirations and the team's objectives. 2. Invest in online courses and platforms to offer a wide range of skill-building resources. 3. Organize regular sessions where team members can share their learnings and insights from courses, books, or seminars with their colleagues. 4. Promote cross-training within the team, allowing members to learn from each other's expertise. 5. Encourage team members to reflect on how they can apply their newly acquired knowledge to their work and share these insights with the team. Learning is not a product of schooling but the lifelong attempt to acquire it.

I have found it rewarding when I share my knowledge with other, and i do so by actively seeking out team member and new networks where I can share any new learning and also learn from them. Taking out time to guide other to access knowledge and information help me to improve and to be ahead, knowing that people will come with questions, or will seek guidance, so I keep learning , unlearning and relearning to support others to grow, spurred by the fact one cannot give what they do not have.

1. Recognition and Appreciation of your team's achievements, reinforcing their hard work and dedication. 2. Rewards and Incentives to recognize exceptional performance, motivating the team to strive for success. 3. Sharing Success Stories: Share inspiring success stories within the team to create a sense of accomplishment and aspiration. 4. Encourage Failure Analysis: Create a safe space for team members to discuss failures openly, focusing on analyzing the root causes and extracting valuable lessons. 5. Action-Oriented Approach: Encourage the team to turn failure insights into actionable plans for improvement. Celebrating success and learning from failure are integral aspects of team growth and development.

I have known that leading with motivation is key to team success. Understanding that failure is part of the learning process, with the understanding to build from the pieces makes you better. The art and science success is by trying and trying could come with some gap people call failure, but I call them errors. Failure in my sense of learing is when you having giving up on an idea or task. However, one can experience so setback or errors, but consistent and persistent trails, acknowledging the gaps, errors and setback will get you in the part of success.

Above all we should also consider below points. Encourage team members to reflect on their own performance and identify areas for personal development. This self-awareness can drive individual & team growth. Motivate team to learn from one another by cross-training in different roles or areas of expertise. This not only broadens their skills but also enhances team flexibility. Pair experienced team members with those looking to learn & grow. Mentorship can provide valuable guidance and support for personal and professional development. Build a diverse team with members from different backgrounds and skill sets. Diversity can lead to a variety of perspectives and opportunities for learning.

Cultivating the right culture among the team members, encourages the team, to take care of what is the need of the hour, Naturally!! Transactional fight on the issues may not be needed in a Cultured Team!!

Algo que aprecio muito é o clima descontraído que se cria através de um relacionamento mais intimista. Puxar momentos felizes, seja através de café, almo?o, churrasco, conversas sobre família,... fortalece demais o time. A partir daí onde foram criadas empatias podemos envolver o time em qualquer desafio seja crescendo juntos, entregando, ... O lance é que nesse ponto a alegria de pertencer já está dando uma for?a extra..

In my experience, I promote team learning and growth by establishing a supportive culture that values knowledge sharing. Encouraging open communication, organizing regular training sessions, and recognizing achievements contribute to a dynamic environment where everyone can thrive and develop their skills. #TeamLearning #ProfessionalDevelopment

Team Leaders should delegate appropriate tasks to the Team members and facilitate them for their personal growth. They should also be appreciated and rewarded for their good work in person as well as in public to boost their morale.