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Last updated on 2024年10月5日

How do you ensure team learning is relevant, engaging, and applicable to your work context?

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Team learning is a vital component of high performance teams, as it enables members to acquire new skills, share knowledge, and improve collaboration. However, not all learning activities are equally effective or relevant for your team's goals, challenges, and context. How do you ensure team learning is relevant, engaging, and applicable to your work context? Here are some tips to help you design and implement team learning that delivers results.

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1 Assess your team's needs

Before you plan any team learning activity, you need to assess your team's current skills, knowledge, and performance gaps. You can use various methods to gather this information, such as surveys, interviews, feedback, observations, or data analysis. Based on your findings, you can identify the most pressing learning needs and priorities for your team, and align them with your team's objectives and expectations.

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Michelle M. Campbell, CAMS, PMP, CSM, CSPO

Regulatory Program Manager | Ensuring Risk Mitigation, Process Optimization & Regulatory Compliance | I write about strategic and regulatory execution in financial markets
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When assessing skills, knowledge and performance gaps, don't forget to assess learning styles as well as learning time preferences. Learning styles refers to the fact that some people may be visual learners, while others are auditory or even kinesthetic. A compromise in the learning product may be a combination of these learning styles. Which is dominant on your team? In terms of learning time, realize that the group may have a preference for how they consume learning. Do they prefer to have concentrated longer learning sessions or, with work demands, does shorter, encapsulated learning sessions work best?

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2 Choose the right format

Team learning can take many forms, such as workshops, webinars, courses, coaching, mentoring, peer learning, or self-directed learning. Depending on your team's needs, preferences, and availability, you need to choose the format that best suits your learning goals and outcomes. You also need to consider the resources, time, and budget that you have for team learning, and select the format that maximizes the value and impact of your investment.

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3 Create engaging content

The content of your team learning should be relevant, engaging, and applicable to your team's work context. You can use various strategies to create engaging content, such as using real-life examples and scenarios, incorporating interactive elements and exercises, providing feedback and reinforcement, or using storytelling and visuals. You should also tailor the content to your team's level of expertise, interest, and motivation, and avoid information overload or irrelevant details.

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Dennis Hedenskog

Seasoned entrepreneur | Operations guy with a track record of building, scaling & streamlining businesses | Looking for a new challenge
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As a manager of a high-performing team, I've seen the value of engaging content in team learning. When we needed to upskill on new project management software, I used real-life examples and scenarios relevant to our projects. Interactive exercises and live demonstrations kept the team engaged, while feedback sessions reinforced learning. Storytelling illustrated the software's benefits and pitfalls, and visuals made complex information accessible. By tailoring the content to the team's expertise and interests, we avoided information overload. This approach made training enjoyable and effective, improving the team's proficiency with the new software and boosting overall productivity.

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4 Facilitate collaboration

One of the benefits of team learning is that it fosters collaboration and communication among team members. You can facilitate collaboration by creating opportunities for team members to interact, share, and learn from each other during and after the learning activity. You can use various tools and methods to facilitate collaboration, such as breakout rooms, chat platforms, discussion forums, or project-based assignments. You should also encourage team members to support, respect, and appreciate each other's contributions and perspectives.

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Patrick Seaton

I help companies improve performance by finding and addressing 28 Elephants Under the Rug (topics that should be discussed but have been avoided). I also help companies build Croc Brain-friendly sales processes.
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Conversation Frameworks allow for digital collaboration. My suite of 30 frameworks allow a team to focus on a specific challenge or problem and arrive at natural conclusions and improvements. Platforms of inclusion, having a voice, and incremental change. People don't resist change, they resist being changed. Let teams decide their path forward: how far, how fast, and how much. Involve and engage the teams! Free, lifetime, unlimited usage of a Framework after the train-the-facilitator training. Contact me to learn how to facilitate collaboration to solve common, recurring business challenges at the organization/department/employee levels. 20 years of development now available for coaches, consultants, and organizations.

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5 Evaluate the outcomes

To ensure that team learning is effective and impactful, you need to evaluate the outcomes and measure the results. You can use various indicators and methods to evaluate the outcomes, such as feedback, quizzes, tests, surveys, interviews, observations, or data analysis. You should also compare the outcomes with the learning goals and expectations that you set at the beginning of the team learning activity. Based on your evaluation, you can identify the strengths and weaknesses of your team learning, and make adjustments or improvements as needed.

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6 Support transfer and application

The ultimate goal of team learning is to help team members apply their new skills and knowledge to their work context and improve their performance. You can support transfer and application by providing team members with ongoing support, guidance, and resources after the team learning activity. You can also create opportunities for team members to practice, reflect, and share their learning experiences and outcomes with each other and with other stakeholders. You should also recognize and reward team members for their learning achievements and improvements.

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7 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?

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How do you ensure team learning is relevant, engaging, and applicable to your work context?

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1 Assess your team's needs

2 Choose the right format

3 Create engaging content

4 Facilitate collaboration

5 Evaluate the outcomes

6 Support transfer and application

7 Here’s what else to consider

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