Learning quickly is a valuable skill that can help you advance in your career and impress your boss. But how can you show that you are a fast learner and not just a hard worker? Here are some tips on how to demonstrate your ability to learn quickly to your boss and boost your chances of getting a promotion.
One way to show that you are eager to learn and improve is to seek feedback from your boss and other colleagues. Ask for specific and constructive feedback on your performance, skills, and goals. Listen carefully and thank them for their input. Then, act on the feedback and show how you have implemented their suggestions or corrected your mistakes. This will show that you are open to learning from others and that you can adapt quickly to new situations.
Feedback is a powerful tool to improve soft skills and learn about the culture environmental. It’s not a moment in the full year, it’s necessary to create moments to have this regularly. Discover how people are seen you and clearly understand where are the opportunities came from. It’s the best way to bond your style to the culture and skills the company demands from you. Be clear that when you are having the moment need to find specific points to enhance and others to develop. Open minded, resilience and innovation are some skills that could help you to achieve fast and best results. Start to practice this moments very fast and you’ll discover a lot about your team, peers and above!
Demonstrate the humility to acknowledge publicly when you have made a decision or taken an action without complete understanding of the context of the situation. All of us have blind spots, especially early on, where we are ignorant of contextual elements that we don’t yet know… As long as you are still learning and modifying as you go, while also taking personal initiative, we are good. It’s in those moments when one refuses to acknowledge short-sighted decisions, or far worse still, doubles down to cover bad decisions, that I am concerned about how quick they are as a learner.
Destacar sua capacidade de aprendizado perante a lideran?a envolve resolver problemas, assumir responsabilidades, fazer perguntas estratégicas e compartilhar conhecimento. No entanto, como líder, observo que aqueles que mais se destacam, em qualquer aspecto, s?o os que agem como se já ocupassem o cargo desejado. Posicionar-se com confian?a e agir de acordo com a vis?o desejada cria impacto e chama a aten??o de forma notável. A postura proativa demonstra ambi??o e influencia positivamente a percep??o dos demais, pois garante que você atenda às expectativas atuais, mas também projeta uma imagem de lideran?a aspiracional, o que pode abrir portas para oportunidades futuras.
Leading + collaborating from front for something not directly related to your primary work area helps in building the confidence. Timely delivery and clean execution certainly play important roles in gaining acceptance for bigger challenges. Be strong and prepared to accept failures on the way. Based on my experience a colleague/team-mate is more preferred who takes up a task and succeeds only partially in achieving the final goal, than someone saying "it is impossible" from the word Go !
Dando continuidade é importante criar a??es objetivas dos pontos abordados no feedback, com o como fazer e prazos para conclus?o claros, na devolutiva/próximo feedback importante apresentar o que foi feito com a finalidade de quebrar possíveis rótulos formatados a seu respeito, criar ambiente de aspira??o, humildade, vontade de: Desenvolver, mudar, melhorar, conquistar, etc.
Another way to show that you are a fast learner is to learn new skills that are relevant to your role, team, or organization. You can do this by taking online courses, reading books or articles, watching videos, or attending workshops or seminars. You can also ask your boss or mentor for recommendations on what skills to learn or improve. Then, demonstrate your new skills by applying them to your tasks, projects, or challenges. This will show that you are proactive and curious about your own development and that you can add value to your work.
As leaders progress in their career, formal education becomes more subordinate to experience and learning - so always ask for opportunities to shadow, walk in the shoes of, watch, observe, and reflect ??
AVP Regional Collections Governance & Oversight, Credit Control Services (CCS) at HSBC
The common mistake I noticed many junior employees do is solely relying on their line managers to learn new skills. Feedback from direct managers is indeed imperative, but you must know that your personal development is your own responsibility at the first place. Also, you first need to master the core skills related to your day-to-day job from both theoretical and practical fronts. Then, you can pick other set of skills that you feel passionate to learn and run them past your managers to get their views and seek their help to furnish a playground for you to practice those skills within your current role capacity.
The “quickly” reference creates a dilemma for some. Having a desire to add value to departmental goals can easily be communicated verbally or in writing to your manager. However given learning is tied to cognitive ability. Some people are able to grasp new information faster than others. As repetition is a means in how some learn this impacts the speed of learning new information and application. There are resources that can help leaders better understand the ability to understand the cognitive and speed in which their employees apply new information. This helps set realistic expectations and everyone up for success.
Upskilling should always be a top priority within an employees career development or development plan. We live in a world where you can essentially learn anything and often times for free. To not engage in learning new skills (soft/hard) would only set you back from your peers and competition.
Continuous learning is essential in the developing sciences & methodologies all around us for all the organizational personnel as i think it should be a basic foundation & general culture for every business. Adding to that, being aware of the surroundings & keeping up with emerging tech, software, etc... I was surprised how much time is saved just by learning new skills & being up to date.
A third way to show that you are a fast learner is to share your knowledge with others. You can do this by teaching, mentoring, or coaching your peers or subordinates. You can also create or contribute to blogs, newsletters, podcasts, or webinars that showcase your expertise or insights. You can also participate in or lead discussions, forums, or communities that are related to your field or industry. This will show that you are confident and generous with your knowledge and that you can communicate effectively and influence others.
A forma mais organica de amadurecimento e sinais de uma eventual transi??o para uma posi??o de lideran?a é o ato de ensinar. Já pude presenciar vários exemplos de colaboradores que gostariam de aprender a liderar e meu principal conselho sempre foi: Ensine e compartilhe seu conhecimento! Liderar é se doar, muito diferente de uma lógica de comando e controle. Nada mais genuíno do que doar seu bem mais precioso, o que você aprendeu e lapidou até aqui. Meu conselho para todos que est?o inseridos em um ambiente corporativo é o de ensinar e compartilhar com seus pares ou liderados a partir do dia 1.
You can document your knowledge in the form of a job aid, video tutorials or process document so that others can learn. Not only is this a great way to share your knowledge but it's also a great way to create a library of knowledge for others to benefit from and further enhance.
In the context of legal recruitment, one impactful way to share knowledge is through mentoring junior team members. By imparting your expertise and experiences, you not only help others grow but also reinforce your own understanding and skills. Additionally, leveraging platforms like our Legally Speaking Podcast can effectively disseminate your insights and experiences to a broader audience. This not only establishes you as a thought leader in your field but also demonstrates your ability to effectively communicate complex ideas and influence others in the legal community. Such activities reflect a deep understanding of your niche and a commitment to fostering a collaborative and knowledge-rich professional environment.
Uma maneira organizada de compartilhar o conhecimento e aprender ao mesmo tempo s?o os quadros de gest?o a vista instituídos na produ??o (Gemba). Para seu bom funcionamento, devemos possuir indicadores simples e de fácil compreens?o. Ficar em local bem localizado nas áreas, possibilitando informa??o, conhecimento e o nivelamento entre todos os envolvidos no processo. Gosto da organiza??o do quadro em formato SQDC (Securit, Quality, Delivery and Cust), você pode criar livros de consulta das informa??es utilizadas ao longo dos dias. Quality book, Security book entre outros. Essa prática permite aprender e ensinar ao mesmo tempo. Novos colaboradores, colaboradores transferidos de outras áreas e apresenta??o dos resultados.
Identificar e formar sucessores é atitude de um líder inspirador. Para que isto evolua de forma sistêmica o conpartilhamento de conhecimento deve estar presente. Na forma??o dos líderes do futuro, dos talentos nos diversos níveis, o líder inspirador serve de referência e para tornar perceptível seu envolvimento na forma??o dos times criar momentos para compartilhar seus momentos de vitória e aqueles que exigiram esfor?os é algo extremamente importante. A comunica??o eficaz, clara e adequada aos valores e práticas de empresa bem como sua capacidade de influenciar servem de term?metro para a empresa perceber quanto o líder vem efetivamente fazendo seu papel.
A fourth way to show that you are a fast learner is to embrace challenges that push you out of your comfort zone. You can do this by volunteering for new assignments, projects, or roles that require you to learn new things or solve new problems. You can also seek out opportunities to collaborate with different teams, departments, or clients that expose you to different perspectives or cultures. You can also initiate or support changes or innovations that improve your processes, products, or services. This will show that you are resilient and flexible and that you can handle uncertainty and complexity.
Sair da zona de conforto é uma maneira muito poderosa de evoluir e aprender habilidades. A partir do momento que você necessita de conhecimento e habilidades que v?o além daquelas que comumente utiliza, a participa??o e condu??o de grupos de trabalhos estabelece sinergias e você consegue perceber quais habilidades/conhecimento necessita e quem pode contribuir dentro de um aspecto coletivo. Quando você aceita um novo desafio, você aceita buscar e organizar times que se complementam para o atingimento das metas e a diversidade é um elemento poderoso para que a produtividade e a inova??o se tornem presentes em seu ambiente de trabalho. Como referência: a diversidade aumenta em até 7% a produtividade dos times.
One should look for challenges that brings them out of comfort zone. There will be failures but that will come with valuable learning of new tools, technology and new set of stakeholder management. Being in uncomfortable zone prepares you for a comfortable position tomorrow, so pursue it.
An effective way to build confidence before tackling a new project is to first partner with someone who is experienced. Offer to help, and be up front that you are looking to learn in order to pick up tips for eventually leading a similar initiative. There are always people willing to help out someone less experienced - they just need to be sought out.
N?o execute tarefas sem o entendimento do motivo, de como aqueles dados/processos s?o feitos e do impacto para os demais setores. Dessa forma terás como sugerir melhorias, novas formas de fazer, saberás ensinar e opinar sobre ela, quando necessário. Esses passos te far?o dominar o conhecimento, trazendo a capacidade de assumir novos desafios. Seu gestor saberá que pode contar com um profissional que vai entender o novo processo e saberá multiplicar, ao invés de apenas executar.
“Absolutely agree! Embracing challenges is crucial, especially in dynamic sectors like the EV industry. For instance, at Zeekr, part of the Geely company, we constantly explore new horizons. I’ve found that volunteering for pioneering projects offers a tremendous learning curve. It’s not just about understanding the technology but also about grasping the evolving market dynamics and customer preferences. Collaboration is another key aspect. Working with diverse teams across departments brings a wealth of perspectives that are essential in a multifaceted industry like ours. It’s fascinating to blend insights from engineering, design, marketing, and customer service to create solutions that resonate with our audience.
A fifth way to show that you are a fast learner is to reflect on your learning and document your progress. You can do this by keeping a learning journal, portfolio, or blog that records your achievements, challenges, and lessons learned. You can also set SMART (specific, measurable, achievable, relevant, and time-bound) goals for your learning and track your performance and outcomes. You can also review and update your learning plan regularly and seek feedback on your results. This will show that you are self-aware and accountable and that you can measure and improve your learning.
Reflecting back on your learning is one of the most important aspect of learning. Having SMART goals towards learning objectives and reviewing it periodically shows a strong desire to learn and improve.
Learning is only as good as it's applied otherwise you simply have a headful of insights. SMART goals are great to support your growth and development but utilizing a SWOT model in service of your goals will help you understand if what you learned, you applied correctly.
Demonstrating your ability to swiftly learn within the domain of People Management involves the crucial step of reflecting on your learning experiences. Taking the time to introspect and analyze your past encounters and learning moments allows for a deeper understanding of your progress and areas for improvement. Reflecting on these experiences enables you to extract valuable insights, recognize patterns, and adapt your approaches accordingly. This practice not only showcases your commitment to personal and professional growth but also highlights your capacity to integrate lessons learned into your daily practices, enhancing your effectiveness in managing people and situations.
Ao alinhar um plano de desenvolvimento com seu gestor, n?o deixe de buscar um novo feedback, no decorrer do processo e ao entender que alcan?ou esses objetivos. Jamais tenha receio de solicitar ajuda, a opini?o de quem te avalia. Vivemos em momentos de trabalho com muitas demandas, reuni?es, gestores com diversas equipes. N?o espere apenas os momentos formais, se aproxime do seu gestor e pe?a ajuda para o seu desenvolvimento. Se ele n?o sentir orgulho de te ver buscando esse processo, o problema é ele, e n?o você.
Critical reflection is how we grow and develop. What worked? What didn’t? Why? What should change? How can you share those insights? Plan, implement, monitor, reflect, repeat.
One should make sure they understand what the companies mission, vision, and values are. From there demonstrate those immediately in how you take on new responsibility. It’s also important to know what is the long-term strategy of the company and demonstrate how what you’re working on aligns to help get the company there, it may be only 1 small piece but if it layers up to the big picture it demonstrates that you’re a team player and want to see the company succeed.
Learning new things is a core competency for a leader: No boss will expect any one to deliver all together in one go. So, concentrate on low hanging fruits first and deliver them which in term develop trust and confidence. Keep prioritising and always work and deliver top priority items Engage early and resolve dependencies to deliver easily and consistently. Connect and collaborate at 360 degrees which is peers, above leaders and down teams as well all stakeholders Understand and accustom to the environment, process, people and technology etc., Synch up the deliverables, activities, clearly to the boss timings, thoughts and quality but be pragmatic & practical Keep up to the standards high and never ever give up. Strive for best
If you are sure that your boss is a person that value the work people do then: Take up the most challenging work around and do it to perfection. Whatever small task you are assigned with perform it and complete it with atmost perfection. If your boss do not value work then none of the above matters.
Most helpful approach that worked for me to exhibit high learning agility- 1. Ask questions to understand depth of the subject. 2. Be on top of requirements and keep the manager updated. 3. Be proactive on the process and think out of the box to overcome any challenges. 4. Be inclusive and take calculated risks.
Some work environments may not promote showcasing extraordinary skills and performance. Having a bad boss who may feel threatened or embarrassed when a subordinate attempts to prove he is a quick learner or innovative can be frustrating. However having emotional intelligence is the best way to navigate through such situations. Knowing what to say or share, how to go about it and when to do that is vital in such work environment.