How can you encourage team accountability and responsibility for learning and development?

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" ..:)

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.

1. Setting SMART Goals for the team at the beginning of the year. Communicate ! 2. Empower the team to make them accountable. 3. On time review of Goals. 4. Catch the team right to Recognise and Reward them. Celebrate ! 5. Give constructive feedback on their areas of improvement. 6. Create a culture where team can raise their voice. 7. Invite new ideas and encourage for cross functional learnings

incresing the learning curve is benificial for both employees and employer. In tech industry it is imporant for organization to have employees updated with thier tech epertices and platforms. Sometimes the organization need to push and motivate their employees to participate in L&D programs. Few are the points which help employee to motivate - well Designed L&D program with succession planning - Offer lucrative monitory rewards - Free certification coupons - Arrage the mentorship programs for certifications programs. - appriciations among the all the employees for learning achivements - Allow preparation time - alligned L&D program with Skill gap analysis

In my experience, encouraging team members to regularly assess their own skills. This self assessment can lead to a greater sense of ownership and personal development. Organization can use various self assessment tools for further engaging employees in self learning and assessments. Leadership should establish a system for continuous feedback where team members can discuss their leaning and development needs basis the self assessment which is being encouraged. This creates a supportive environment for growth.

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.

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.

Providing feedback is a very important aspect of the work so that areas of improvement can be identified. People have to work on that areas and once you started seeing results on the relevant area call them and give them a token of appreciation so that it can be a motivation to all individual and make everyone to work on the same channel. For Ex. Now in the current Indian Cricket Team to improve the fielding and catching, the coach is rewarding a Medal to appreciate the Performer of the day. Likewise if we incorporate that culture it will motivate every individual.

As an HR Supervisor, I believe that fostering team accountability and responsibility for learning and development is crucial for the growth and success of both individuals and the organization as a whole. By setting clear expectations, encouraging open communication, providing regular feedback and coaching, offering opportunities for growth and development, establishing a culture of continuous improvement, and recognizing and rewarding achievements, you can effectively promote team accountability and responsibility for learning and development. This will lead to a more cohesive, skilled, and motivated team.

The best kind of feedback is kindness and encouragement. Yes, there will be some team members who need more pushing. But people respond better to kindness and encouragement with a bit of pushing when necessary. This comes with practice and the willingness to have dialogue at a personal/human level with your team. Human plus professional dialogue is effective and may even be very strongly welcomed.

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...

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.

Foremost, Set clear expectations and goals for each team member's professional growth. They should understand the importance of continuous learning in achieving both individual and team objectives. Provide resources and opportunities for learning, such as workshops, training sessions, or access to online courses. Make sure these align with both individual career goals and the team's objectives. This shows that you're invested in their growth and development. Demonstrate your commitment to learning and development, and be open about your own experiences and challenges in acquiring new skills. This creates a positive and inclusive atmosphere where everyone feels encouraged to take ownership of their learning journey.

One of the best ways to empower is to have them own their promises. They have to know that it is their promise and not yours. Your job is to support, not to police. Sometimes, they expect you (based on past experience with accountability) to police - surprise them with more support and your job gets clearer if not easier.

It’s important to facilitate the creation of individual development plans but at the end of the day learning is individual’s ownership and that needs to be reinforced. Very important to get leadership buy in and contributions from peer groups either virtually or in person whenever possible to get true experience sharing of learning applications.

"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.

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

From my perspective, regular evaluation allows teams to identify strengths, weaknesses, and areas for improvement. This information is vital for continuous learning and performance enhancement. Also, evaluation ensures that the team's efforts align with organizational goals. It helps in assessing whether the team is on track and making necessary adjustments to meet objectives. Thus, Regular assessments help in identifying areas for improvement, while celebrations boost morale, motivation, and the overall well-being of the team. Balancing these practices contributes to a positive and high-performing team culture.

Plain and simple: clear ROIs. Unless the "soft" skills are treated same as the "hard" skills in terms of accountability and investment valuation, it will continue to be a painful expense...

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.

Sharing vulnerably about the status of your current development and learning goals is what takes a leader to a higher level of influence. A really good mentor understands that their 'mentees'/team members are embarrassed or unclear as to how to communicate their real obstacles. They are scared to show their true feelings and their authentic challenges for fear of looking weak, ineffective or incompetent. If you take the lead and share where you get stuck and make it real and with the truthful commitment to get the blocks resolved - then you are giving them permission to making your meetings real as well. Then you stop dealing with what they feel you want to hear from them - and you start dealing with reality. Reality begets real results.

Creando un ambiente de confianza y libertad basad en el respeto y la tolerancia a todas las ideas. Adicional, como líder se ense?a con el ejemplo, con la manera en como se solucionan los retos y se permite desarrollar nuevas soluciones. No juzgando y sí guiando

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.

First of all, inspirational leadership or goals help align team members with a shared vision. This alignment creates a sense of purpose and direction for the team. Also, inspiration contributes to a positive work culture. It creates an atmosphere where individuals feel valued, motivated, and connected to a larger purpose. Therefore, challenging and inspiring a team are complementary strategies for building a resilient, engaged, and high-performing group. Challenging environments promote growth and adaptability, while inspiration creates a positive and purposeful atmosphere, encouraging individuals to contribute their best efforts.

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 ??

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:)

In my experience, implementing cross-functional department trainings, where employees gain insights into the roles and impact of various teams, fosters a sense of collective contribution to the business. This approach plants the seed of curiosity, encouraging individuals to explore their interests in other areas of the team. This attitude shift towards growth leads to active learning, as employees begin asking the right questions. As HR, we can then concentrate on tailoring skill-specific development to address the unique aspirations of our team members.

Oddly in my experience training your team how to and adopt the most efficient way to learn has added value to the individual and the team. To effectively train someone to learn, assess their preferred learning style and teach them SMART goal-setting, critical thinking, and effective study techniques. Promote a growth mindset, focusing on challenges as learning opportunities. Introduce time management skills and utilize technology for engaging learning experiences. Encourage reflective learning, provide constructive feedback, and foster a supportive environment where collaborative learning and self-motivation are emphasized. Lead by example to inspire continual personal and professional growth.

Ser duro con el problema, pero blando con las personas. Respeto, humildad y un liderazgo situacional fomentan que todo equipo pueda desarrollar vínculos sanos y positivos.