How can you incorporate training and development into your meeting agenda?

A major difficulty in leadership is having more than necessary and not knowing particularly the values to deliver. This comes from not knowing what the recipients need. The KPI of the team would be attributed to the knowledge gap and skill deficiency. And knowing exactly where team members are lacking would facilitate the tailored training outline, time and schedule that will empower them and enhance future outcome in their roles.

The best way to organically build development into meetings is to do a few things: 1. Look for 'teachable moments' in which you discuss with the team what you have learned from the meeting, how it shaped your views or changed your mind. A leader role modelling a learning mindset is the best way to show the importance of learning. 2. Keep some time at the end of the meeting to ask- 'What did we do well, and what could we do better?'. Over time, you'll start getting the team involved in how to drive improvements in how the team works. 3. Some meetings need to be about problem-solving, but ensure some meetings have time built in for team members to share learnings and ideas and recognize them for doing it.

Everyone is in their stage of learning journey so any intervention should have a basic element and a module depending on the level of the individual The method to find the stage is 1) One to one discussion 2) 360 degree feedback 3) Customized assessment tests When someone knows what they want then 50% of the issue is solved Now its bottom up learning not Top down In learning only pull works Push does not work :) For leadership its only a Pull that matters there has to be strong desire for the individual to become a good leader, is it not

Once you know the needs of your team, it's important to then embed the training such that it feels seamless, and also create opportunities for the team to share amongst themselves. This means learning is not only from outside and the leader, but from within.

Incorporating training and development into your meeting agenda is a strategic investment in the growth and success of your team. By assessing your organization's needs, aligning training with organizational goals, integrating short modules, utilizing interactive techniques, leveraging technology, allocating dedicated time, encouraging peer-to-peer sharing, and measuring effectiveness, you create a dynamic and learning-focused work environment. This approach not only enhances individual skills but also contributes to the overall development and success of the organization.

Conhecendo bem o perfil do time e os estilos pessoais de aprendizagem, escolher métodos diversos que atendam a todos é crucial para o sucesso da iniciativa.

In my business, empowering my team through training involves strategic method selection. I tailor our training sessions by choosing methods that align with our objectives and team dynamics. For instance, if the goal is to enhance problem-solving skills, I might start with a real-world case study discussion, followed by a hands-on simulation to apply the concepts. This approach not only keeps the training engaging but also caters to different learning preferences within the team. By adapting the methods to the specific context, I ensure that the training is not only informative but also resonates effectively with each team member.

The best way to shift focus to training and development is to align the needs with immediate business goals and ongoing project action items to evaluate any training gap and/or identify areas where additional training or skills could be useful in improving outcomes. This would lead to a more outcome based training program which would show immediate benefits.

Beyond choosing the method, you can also choose the venue/format. Our team leverages several formats for different kinds of learning. Need to dig into a coding language like SQL or Python? We'll need a longer series of sessions throughout the quarter with hands-on exercises to reinforce. Want to focus on prioritization? Maybe a quick "Brown Bag" session can quickly reintroduce the right frameworks. The length and style of the training can differ greatly based on the ultimate learning goal.

In steering my outsourcing team toward excellence, I prioritize dynamic training methods that engage and empower. I carefully select a mix of formats, such as presentations, discussions, quizzes, and simulations, aligning them with our specific needs and objectives. For instance, introducing a new concept with a concise presentation, fostering exploration through group discussions, and assessing comprehension with a quiz ensures a comprehensive learning experience. This diverse approach not only caters to different learning styles but also enhances team engagement, making our training sessions both effective and enjoyable.

In my business, meticulous preparation of training materials is a cornerstone of effective team development. Before a session, I ensure that the materials are not only visually appealing but also aligned with the learning objectives. For instance, if the training aims to enhance communication skills, I might prepare interactive scenarios or role-playing exercises. This hands-on approach ensures that the content is not only informative but also practical, empowering my team to immediately apply their newfound knowledge in real-world situations. Additionally, having backup materials ready reflects my commitment to a seamless learning experience, even in the face of unexpected challenges.

One question I often get asked, is how you identify what training and development the team needs. I use a combination of prior year’s performance vs the AOP and the Triangle of Truth. The Triangle of Truth has never failed me. Point 1 do a confidential survey with each team member and ask them to identify 5 of their personal strengths important to the overall teams success and 3 areas you would like to personally work. Point 2 – Use a reputable 3rd party skills assessment tool. Point 3 is a Mini 360 Feedback Survey. name 5 characteristics or strengths of your teammates and name 3 areas for improvement. I have found using these three data sources – personal, scientific and team helps me triangulate on training and development needs.

The material for training is fine. Please be aware of the fact that people in most cases will remember lecturer who mixed dedication, energy and passion in process of transferring the knowledge. Likewise, people will remember exercises, case studies, and things that were shown to them during trainings as part of incorporation of knowledge. So the materials are fine and could be good add but just in case that lecturer is on the top of mission of transferring the knowledge.

Ask the subject matter experts on your team to prepare brief trainings for the rest of the team. Make them responsible for creating the materials. You'll be empowering them to contribute their knowledge to the team.

Prepare your training materials and resources, such as slides, handouts, videos, or visual aids, aligning them with your content. Develop questions, prompts, or scenarios to facilitate learning. Ensure clarity, conciseness, and consistency in your materials, verifying compatibility with your meeting platform and having backups for technical contingencies.

Articulating expectations with utmost clarity is instrumental in seamlessly incorporating training and development into your meeting agenda. By precisely defining the skills or knowledge to be enhanced, you provide a roadmap for effective integration of training initiatives. This precision ensures alignment among participants, fostering engagement and optimizing the impact of developmental opportunities. When crafting your meeting agenda, prioritize the lucid communication of expectations – the linchpin to unlocking the full potential of training and development initiatives.

Bringing up training and development randomly in meetings will just make your team members confused and uncertain. Make sure to communicate the overall importance of training, as well as the specific reasons why it is currently relevant to each team member's growth and the organization's success. Clearly communicate your expectations and provide enough information about specific programs and learning resources. By explaining the training plan, you will make your team members feel more informed, supported, and motivated to actively participate.

Incorporating training and development into your meeting agenda involves "Communicate your expectations." It's about starting with the 'why.' Clearly communicate the purpose and objectives of the training to your team. This isn't just about imparting knowledge; it's about inspiring learning and growth. By articulating the expectations and the value of the training, you create a sense of purpose and engagement. It helps team members understand how this learning aligns with the larger vision and their personal growth. Effective communication ensures that the training is not seen as just another task, but as an opportunity for development, both for the individuals and the team as a whole.

If you don't know where you are going, how do you know you are on the right track? The same applies to setting the context to what the training and development process will entail and what it is aimed to help develop. Allow participants to clarify before the meeting any doubts and confusions as well, so they are fully onboard to start the learning process when the training and development starts.

Agree on expectations around cell phones and laptops. Ask anyone with an urgent crisis to take it outside of the room and give permission for that if needed.

During your meeting, deliver training content effectively, following the agenda while being flexible to your team's needs. Use varied methods and materials, encouraging interaction and collaboration. Monitor progress, adjust pace, and solicit feedback. After the meeting, evaluate outcomes using surveys or tests. Use results to identify strengths, weaknesses, and plan improvements for future sessions.

é importante que, ao final, você tenha certeza da assimila??o de todos acerca do tema debatido. Uma boa forma é abrir uma roda de conversa ou mesmo uma dinamica, onde todos contribuem e você consegue entender onde houve maior entendimento (e ades?o) e onde haverá maior necessidade de foco para desenvolvimento.

Integrate training into meetings by dedicating specific time for learning activities. Deliver focused content through presentations or interactive sessions. Encourage active participation and gather feedback to evaluate effectiveness. Apply the new knowledge to practical scenarios, fostering continuous skill development. Adjust future sessions based on feedback, creating a dynamic and effective training approach within regular meetings.

I'm going to take a different angle on this, but integrating learning moments into meetings can be a fun way to foster a culture of learning. In a previous organization, my leaders incorporated "Learning Nuggets" into the front end of L&D's meetings. There was always a theme for each meeting, but the learning nugget consisted of a short video, then a short, facilitated discussion with the group. Topics ranged from, servant leadership, emotional intelligence, etc. The leaders enjoyed it, saw value in it, and it became a regular part of those meetings. This is what great learning organizations do, incorporate learning in everything they do, foster a psychological safe environment, and celebrate learning.

You worked hard to include training and development in your meeting plan, and the outcomes are delivery and evaluation. -Follow through with your training plan, making sure to keep people interested and answer any questions or worries they may have. -Get feedback during and after the lesson at the same time to figure out how well the training worked. -This review step is very important for making future training programs better because it lets you change and get better based on real-time information. -By running sessions that have an effect and then reviewing them often, you can encourage your team to keep learning and growing.

You should structure your meetings in such a way that makes employees actively participate in training parts, but you should also make training engaging enough so that employees want to continue learning on their own. After the meeting, follow up with additional resources. Make sure not to overwhelm your team with too much content, and ensure that the resources are interesting and useful – don’t burden your employees with heavy theory and no practice. Additionally, give your team members a chance to use their new knowledge. No matter how small the task is, it will make them more confident, improve their understanding, and encourage practical application.

Development beigns and not end when the meeting is over. It’s important to follow up with your team and reinforce the skills and knowledge they’ve gained. Start by setting up regular check-ins to monitor their progress and provide feedback. This will help your team stay on track and continue to develop their skills. It’s also a good idea to provide opportunities for your team to practice and apply what they’ve learned. This can be done through on-the-job training, role-playing exercises, or team projects. Don’t forget to celebrate along the way. A little recognition can go a long way in boosting morale and motivation. Remember, training and development is an ongoing process, so keep the momentum going and watch your team thrive.

After the meeting, keep the training vibes alive by reinforcing what we covered. Hook the team up with extra resources like articles, podcasts, or courses—let them dive in at their own pace. Spice things up with tasks or challenges that get them applying what they learned. And here's the golden ticket: set up coaching, mentoring, or peer support sessions. Let the team swap stories, insights, and best practices. This way, we're not just learning; we're applying and nailing those results we're after. Keep the momentum flowing!

Segundo uma pesquisa de Kristi Hedges, autora de "The Power of Presence," mais da metade dos entrevistados apontou a "escuta" como o comportamento de comunica??o mais inspirador que já experimentaram. N?o escutar ou desconhecer opini?es divergentes enfraquece o seu discurso e a cria??o de elos com o interlocutor. O acompanhamento e refor?o da mensagem parece-me crucial.

Post-training, we reinforce key learnings through regular follow-ups and practical applications, ensuring long-term retention and application of new skills.

To incorporate skill development in a meeting agenda, a leader must: 1. Define the training objectives after assessing the needs of team members (via feedback mechanisms like surveys) & after concretizing what competencies they need to gain. 2. Allocate dedicated time on the meeting agenda for training. The topic must get enough attention. 3. Broadcast a preparatory assignment in advance so that the team members are ready for the session. 4. Use interactive & active learning methods to deliver the training content; illustrate with real-world examples. 5. Get domain experts & facilitators into the meeting. 6. Conduct immediate as well as regular assessments to ensure knowledge retention. 7. Obtain feedback from team members to improvise.

This has to be an intentional priority for any one who leads a team. The first realization is that while it does fall on each individual person to take advantage of developmental opportunities presented to them, leaders have to create the environment where these opportunities are available. Don't necessarily think a of a big training program or conference. I had issues with getting funding approval at a previous company so I purchased books and my team and I used a series of books to learn, review, discuss, and dissect.

There's something called "5 minutes class". Idea behind is just it - 5 minute class. You read/listen/learn everyday just 5 minutes. 10 days is 50 minutes. 1 Month is 150 minutes. 1 year is 1800 minutes. Have in mind that there are people who will not take any course in one year. This is how they can be involved. Nobody can say "I don't have 5 minutes".

Dedicate a portion of the meeting to discuss these additional considerations. This ensures that everyone is aware of the broader context and can contribute to overcoming potential challenges.

Allocate time for skill-building activities, knowledge sharing sessions, or interactive workshops. Introduce a "knowledge sharing" segment where team members share best practices or lessons learned from recent projects. Consider including a short team-building activity or a problem-solving exercise that encourages collaboration and critical thinking. Another effective approach is to invite guest speakers or subject matter experts to share insights on industry trends or new developments. Allocate time for individual or group reflection on recent learning experiences to promote continuous improvement.