How can Team Leaders prioritize their own learning and development?

Using a skills matrix, identify the necessary competencies for each of your team members. Subsequently, conduct an individual assessment with each member of your team. Use the following scale: 1) Knows the task with assistance, 2) Performs the task with out guidance, 3) Can perform the task and teach it with assistance, 4) Can perform the task and teach it without assistance. This assessment will help you pinpoint team members who require reinforcement in specific skills and those who can act as mentors or coaches in those areas. If there is no one within the team capable of teaching these skills, it's crucial to seek ways to fill that gap

I think it is important for Leaders to allow themselves time to spend on learning as well. Often, we focus on making sure our teams are doing all they can to learn and grow, but Leaders can do the same. Also, keep in mind, we can use every conversation, email and interaction as an opportunity to learn.

In running a team, it is too easy to fall into that groove of "we've always done it this way" this is why as a leader one must step back and analyze personal skill sets and how dated are they. They may still be functional and can get the job done but where are you on the leader scale in your chosen professional area. Yes, it is difficult to stop your life and get into some developmental rotation so one must actively seek those opportunities that will increase their learning. When your mind is open you will be surprised at the opportunities that will come to you. I have been fortunate to even gain developmental skills while tasked with an overseas assignment.

Completely agree! Effective learning requires taking the time to determine your learning objectives and areas of weakness. I like the various techniques discussed, particularly feedback chains and insight. Setting learning objectives that are in line with your overall objectives and the larger picture is important. This guarantees that your learning is genuinely valuable and helps you concentrate your efforts.

Just my personal experience: 1. The team leaders own learning and development (L&D) should fit both the requirements from scope of the team and company strategy, and their own career plan. Normally, own L&D should be aligned with the company strategy, and reflect the requirements of a successful team leader (expertise, leadership, strategy thinking, financial knowledge, persuading skills, etc.) 2. Based on that and reflections (incl. self reflection, feedback from peers, supervisors, etc.), identify the skill gaps to be improved. 3. According to the urgency/importancy of the skills required and resources to be provided (time, money, etc.), follow the first thing first rules.

As mentioned by others, having pre-planned non-negotiable time each week/month for personal development, learning and growth are key. If it is not on your calendar/task list or schedule it is less likely to happen. Investing in yourself will empower you to invest in others more too.

Here are some valuable tips At the beginning of each month, I outline specific goals aligned with my broader career objectives. Every week, I break down the monthly goals into actionable tasks. This approach helps me manage my time effectively and ensures steady progress throughout the month. Recognizing the need for flexibility, I incorporate room for unforeseen challenges or opportunities. This ensures that my learning plan remains dynamic to evolving circumstances. Given the fast-paced nature of my industry, a significant portion of my learning plan is devoted to staying updated with the latest developments. This involves subscribing to relevant newsletters, participating in webinars, and actively engaging with industry forums.

Create a comprehensive learning plan outlining the steps you will take to achieve your learning goals. - Include a mix of formal and informal learning activities, such as: - Courses, workshops, and conferences - Books, articles, and online resources - Mentoring and coaching - On-the-job training and projects

Planning is essential. Choose relevant resources such as online courses, books, or mentorship programs. Allocate dedicated time for learning in your schedule and set realistic milestones. Regularly assess progress through reflection, feedback, or assessments to ensure continuous improvement. Consider the investment of time, money, and energy as an essential part of your professional growth.

Agree. This is a structured approach to learning. Most important is we need to be fully engaged while learning, I mean mindfulness.

Learning is actually a daily habit, air to breathe, the new colors and dimensions to discover and integrate, not solely work related. It just feeds a foundamental need. It is part of my morning and evening routine: readings I collect on key topics I identified within my role, along my day, which require new solutions, merely a new strategy and its implementation. This way I assess the maturity of the strategy, the models and processes in place and review all, by applying external cutting edge frameworks. Learning starts by reading and continues with the modelling of new paths and innovative approaches with other. This leads to enriching exhanges and upskilling for all: Grow and Transform inside and outside.

I integrate all of my life experiences and learnings into my daily work and growing my team. It's given me the ability to lead and mentor from a service mentality and create a culture where everyone is safe to use their voice, create, agree, and disagree. I learn from them and they learn from me and we challenge each other constantly to be better at what we do and how we do it. It can be messy at times but so is life and just being real about that has given my team room to grow, mess up, ask for help and ultimately correct their mistakes. I can't ask for more than that as a mentor and a colleague.

Now it is easier than ever to access leadership development content and embed our learning in our practice! Beyond books with pages, we can find audiobooks, podcasts, and blogs that address some of the critical issues we face as leaders. Ongoing development, including achieving certifications, reflects your commitment to your profession and to inspiring others to excellence. I have always enjoyed a journal club as a means to professional and peer leadership development.

There are 2 types of learning. One is on the job, such as learning from our mistakes, reflecting, asking and seeking as we go on our day to day work. The more open we are the more we grow. The second type is learning we ought to seek out. It is something we want to hone or learn. We, as leaders need both. We need to learn something from our work everyday, every day should be set for growth and learning. This depends on our self awareness and willingness to grow and learn from our environment. As for the second type, you need to create the space and environment so that it should happen. Set a time, a date, be consistent for life takes us on a roll.

Once you’ve recognized the opportunity to learn something new along with an existing need or pattern it compounds the results. In my experience I had to learn photography but already being a designer, I was able to compose my shots with the end use in mind. This help capture usable images at a higher rate. Learning the technical parts of photography came easier when I didn’t have to think about the composition as well as the techniques.

Personally, I think regularly reviewing one's learning is pivotal for growth. Utilizing diverse tools like journals or portfolios aids in self-reflection. Celebrating successes boosts motivation while identifying areas for improvement ensures continuous development. Surveys and feedback provide valuable external perspectives. Evaluating learning effectiveness fosters adaptability in adjusting plans. Embracing this cyclical process transforms learning from a passive activity to an active, dynamic journey. It empowers individuals to harness their strengths, address weaknesses, and shape a personalized, effective learning trajectory that aligns with their evolving needs and aspirations.

According to my learning, Regular review is crucial for effective learning. Reflect on what you’ve learned, consider the methods that worked best for you, and evaluate your achievements. This ongoing assessment not only reinforces your knowledge but also informs adjustments to your learning strategies, ensuring continuous growth and adaptation.

Additionally, fostering a continuous learning mindset involves seeking diverse perspectives. Engage in meaningful conversations with peers, mentors, and industry experts. Embrace constructive feedback, as it provides valuable insights. By incorporating varied viewpoints into your reflective process, you enhance the depth and breadth of your learning journey, ultimately fueling personal and professional growth

Reviewing my learning is crucial for success in what I'm doing. There is always a bit of fear when applying what you've learned in actual projects; you might be afraid to try and see negative results. However, if you don't take that step, you'll remain where you are and won't develop. Just take the step, apply what you've learned in your work, and analyze the results. This process will help you celebrate your success. JUST DO IT!

Yes. Along with the review, revisiting also plays an important role. Debrief and self-reflection are some of the best tools. We should always try to become a better version than yesterday.

Reverse mentorship is a great leadership compass. In this paradigm, wisdom flows both ways. Entrusting younger team members as mentors injects leadership with fresh perspectives and contemporary insights. It's not just about embracing technology; it's about understanding the cultural nuances and evolving trends that shape our collective future. By bridging generational gaps, we unlock a reservoir of innovation. It's not a hierarchical exchange; it's a collaborative journey where experience meets the unfiltered energy of untapped potential. This reciprocal learning dance doesn't just elevate leadership—it transforms it into a dynamic dialogue, where curiosity is the currency and growth is the dividend.

Personally, I think relying too heavily on external support for learning and development can hinder personal growth. Depending on others may lead to a lack of independence and self-reliance. Learning alone provides an opportunity for introspection and self-discovery, fostering resilience and resourcefulness. While seeking occasional advice is valuable, an overreliance on external support may limit the development of one's problem-solving skills and creative thinking. Embracing challenges independently allows for a deeper understanding of one's capabilities and the development of a more robust skill set.

Have a continuous learning mindset: - Cultivate a mindset of continuous learning and growth. - Stay informed about emerging trends and developments in leadership and management. - Seek out opportunities to learn from others, including peers, mentors, and experts. - Regularly seek feedback on your learning and development efforts. - Reflect on your learning experiences and identify areas where you can improve. - Adapt your learning plan based on your reflections and feedback.

Seeking support is key. Leverage the expertise of your manager, collaborate with your team, and seek guidance from mentors, coaches, and your professional network. Their insights, advice, and feedback can provide valuable perspectives, enhancing your learning journey and fostering a collaborative approach to personal and professional development.

In my experience, one of the greatest learning tools for leaders is implementing 360 degree feedback to gain insights into strengths and areas of development for themselves. Constructive feedback allows leaders to refine their skills, ultimately contributing to their ongoing professional development.

First of all, find your why? If the why is not strong enough, other parts of the Jon will always take and be prioritized. One why can be keeping it top of mind that if they want their team to learn and grow and continuously improve their performance, they need to lead by example. If the team is continuously improving and learning, this reflect well ok the leader. Another one can be related to saving time and energy. By making the time for learning and development, the leader can actually become better at what they do and save their time and energy that can then be used in other projects or areas of their life.

Make visible your learning. The simple concept that authenticity comes through our actions paired with our words means that we have to model as much as we articulate. SHOW others what a learning leaders looks like, sounds like and acts like. The modeling alone sets tone and culture.

I hold the view that Team Leaders should also consider fostering a culture of continuous improvement within their teams. Encourage open communication, embrace feedback, and create opportunities for collaboration. Additionally, emphasize the importance of adaptability and staying abreast of industry trends. Promote a healthy work-life balance to ensure sustained productivity and well-being. Lastly, advocate for mentorship programs and knowledge-sharing sessions among team members, fostering a collective commitment to growth and development.

A real team leader learns and develop himself naturally by experience without the need to prioritize a list of outcomes to be learned.. Of course, there has to be some guidlines that every team leader should follow in order to make successful outcome with his team. But focusing on just implementing what you have been taught theoretically into the real life experience will neither develop your own skills nor contribute to team's succession. You have to balance between your own needs and the overall benifit of your team and organization.

Admit, that you as a leader do not know everything and that you have to re- and upskill as well and if you do know everything (unlikely) show up at learning opportunities and share your experience (or wisdom).