What do you do if your ERP team resists continuous learning and development?

1 Identify the root causes

The first step is to understand why your ERP team resists continuous learning and development. There may be different reasons for different individuals or groups, such as lack of motivation, time, resources, support, feedback, or recognition. You can use surveys, interviews, focus groups, or observation to gather data and insights from your team members. Try to empathize with their perspectives and challenges, and avoid making assumptions or judgments.

3 Provide the opportunities

The third step is to provide the opportunities for continuous learning and development to your ERP team. You need to offer a variety of options and formats that suit the different learning styles, preferences, and needs of your team members. You can use formal training, coaching, mentoring, peer learning, online courses, webinars, podcasts, blogs, books, articles, case studies, simulations, games, or projects. You also need to ensure that the learning content is relevant, engaging, and up to date with the ERP industry standards and best practices.

4 Create the incentives

The fourth step is to create the incentives for continuous learning and development for your ERP team. You need to reward and recognize the efforts and achievements of your team members who embrace learning and development. You can use monetary or non-monetary incentives, such as bonuses, promotions, certificates, badges, awards, praise, feedback, or public recognition. You also need to create a positive and supportive learning environment, where mistakes are seen as opportunities for improvement, and where collaboration and knowledge sharing are encouraged.

5 Lead by example

The final step is to lead by example as an executive who oversees an ERP team. You need to show your commitment and enthusiasm for continuous learning and development, and model the behaviors and attitudes that you expect from your team members. You can share your own learning experiences, challenges, and successes with your team, and seek feedback and suggestions for improvement. You can also participate in some of the learning activities with your team, and show them how you apply the learning outcomes to your work.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?