How do you update your team's learning and development plan?

Every team has growth needs. Have you assessed yours? If not, then you know the topic of your next team meeting. Make a plan.

There are many tools for doing this sort of current state review, and some of the automated "pulse checks"can be very useful for keeping an eye on trends. Having said that, nothing beats building a strong relationship with each team member and having regular 1-1s, for feedback, checking in, performance reviews etc.

Na avalia??o inicial da equipe, destaco a relevancia de considerar n?o apenas as habilidades técnicas, mas também as competências socioemocionais dos membros. Compreender o estado atual da equipe n?o se resume apenas a números e métricas, mas deve incluir uma análise cuidadosa das dinamicas interpessoais, da resiliência emocional e da capacidade de colabora??o. Ao explorar esses aspectos, podemos desvendar nuances cruciais que impactam diretamente o desempenho e a coes?o da equipe. Essa abordagem holística pode proporcionar insights valiosos para um plano de aprendizado que atenda tanto às necessidades técnicas quanto às demandas sociais do grupo.

Come?o avaliando as necessidades individuais e coletivas da equipe, identificando lacunas e áreas para crescimento. Incorporo treinamentos adaptados às demandas do mercado e às habilidades emergentes. Promovo workshops internos e externos, incentivando a troca de conhecimento entre os membros. Acompanho de perto o feedback, ajustando o plano conforme necessário para maximizar o aprendizado. Recomendo dois livros valiosos sobre o tema: "The Fifth Discipline" de Peter Senge e "Measure What Matters" de John Doerr. Ambos oferecem insights profundos sobre estratégias eficazes de desenvolvimento e aprendizado contínuo para equipes.

Alignment of learning and development goals with strategy and values is critical. Values in particular are becoming more important and visible to all stakeholders. Recent research suggests that more and more employees decide whether to join, stay, engage fully, or leave based on values. There should also be space to allow for individual needs and desires in terms of learning, especially as regards personal development, including areas like resilience and wellbeing. This kind of learning is an investment for delivering long term value.

Defining your team's desired state is like charting a course for a successful voyage. Your organisation's strategy and values are the compass (guiding direction) and your customer needs and stakeholder expectations are the star charts (navigation points). As some additional advice from my personal experience is to involve your team in defining the desired state. Hold brainstorming sessions to gather ideas and ensure everyone is on board with the goals. This collaborative approach fosters ownership and motivates your team to reach their full potential!

Identifying and prioritising team learning requirements requires a delicate balance of the whole and individual needs, preferences and wishes. Ideally, all will be complementary, but there may need to be trade-offs and compromises, especially in order to deliver short term goals. This is where strong relationships come to the fore, and trust is critical.

You should aim to take each team member's learning style and preferences into account with a mix of learning methods, delivered in easily digestible parts so that they can focus on deliverables, too. Keep in mind that learning by doing is the best way to retain and internalise knowledge, so make training as practical as possible and/or give opportunities to apply it as early as possible.

It's essential that training is tailored to actual needs, that people attend, engage fully and use the training knowledge as quickly as possible. Ensure that your implementation plan addresses all these points. People should attend training within normal working hours, not be expected to give up free time. Training should be highly interactive and all feedback encouraged. It should be a safe place to learn and experiment.

To update a team's learning and development plan, one can begin by evaluating the team's learning outcomes through a comprehensive assessment process. This involves analysing performance metrics, project results, and feedback from team members to identify gaps in skills and knowledge. Ensure that regular one-on-one meetings and surveys are conducted to gather insights on individual progress and learning experiences. By comparing these outcomes with strategic goals and industry standards, areas can be pinpointed that need improvement or further development. Based on this evaluation, one can revise their learning objectives, introduce new training programmes, and adjust existing ones to ensure they are aligned with the team's needs and goals.