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

Based on my experience at Pharoscion Global, - Check if the IT team is resistant to continuous learning. - If yes, then possible reasons could include fear of change, lack of time or resources, feeling undervalued, or uncertainty about the benefits of learning.

The IT professionals must continue their learning and develop themselves, as they are required daily in the fast-growing and fast-changing expert job market. On the other hand, IT might oppose these strategies on account of various reasons like shortage of time, budget issues or not getting support from management to do so. These issues must be addressed and tackled, otherwise these obstacles will continue to pose as a problem. The motivation to re-needed, giving the opportunity to join courses or workshops on web for instance can be found by providing access through a course or workshop and so on. .. Also, incorporation of your team in unveiling of the inadequacies and providing tailored training is another way of bettering their skills.

When your IT team resists continuous learning and professional development, it's crucial to identify the root causes. Each team member may have different reasons, such as feeling overwhelmed by constant changes, lacking resources or support, or having a fixed mindset. Understanding these factors allows you to tailor your approach. Offer support and incentives to motivate learning, address insecurities or threats through open communication, and promote a growth mindset by highlighting the benefits of continuous learning. Encouraging a culture of learning and development can transform resistance into enthusiasm, benefiting both the team and the organization.

Talk with team members in IT and try to understand why they don’t want to do upskill and what actually stopping them for continues learning and development. Do an anonymous survey or do a 1:1 talk

Most of the time people are over burdened due to ongoing duties and tasks, they find it daunting to commit themselves for these activities unless and until they are made mandatory.

After identifying the root cause- - Clearly articulate the benefits of continuous learning for both individual employees and the organization as a whole. - Emphasize how ongoing professional development can enhance skills, keep employees updated with industry trends, and contribute to career growth and job satisfaction. - Set clear expectations regarding the importance of learning and development as part of the team's responsibilities.

In communicating the benefits and expectations of continuous learning and professional development, it's important to convey a message of growth and opportunity. Highlight how acquiring new skills can not only enhance their performance and problem-solving abilities but also lead to innovation and career advancement. Emphasize that learning is a continuous journey, and by embracing it, they can stay ahead in a rapidly evolving industry. Set clear expectations regarding learning goals and outcomes, showing that you value their development and are committed to providing the necessary support. By fostering a culture of learning and growth, you empower your IT team to thrive in their roles and contribute meaningfully.

Do a broad call with all team members and tell them benefits for kong term if they do continue learning and upskill. This is gain their interest for upskilling and learning new things

- Offer access to training programs, workshops, online courses, and conferences relevant to the IT team's roles and goals. - Allocate time and budget for learning activities and ensure that employees feel supported in pursuing these opportunities. - Provide mentorship or coaching programs to help employees navigate their learning journeys and apply new skills effectively.

Offer yours team member Free seminar passes, credentials for educational platforms to upskill themselves in theirs own domain like Linkedin learning,udemy etc. this is make them realise that team stack-holders are supporting them to reach their goals.

- Establish an environment that values knowledge sharing and teamwork. - Motivate employees to exchange insights, best practices, and lessons acquired from their learning endeavors. - Organize periodic team meetings or workshops to enable discussions on learning objectives, advancements, and hurdles encountered by team members.

Lead by example, make learning fun, address fear of failure, personalize learning paths, connect learning to business goals, and recognize and reward achievements. By implementing these steps, you can create a culture of continuous learning that empowers your IT team to thrive in today's dynamic technological landscape.