What do you do if your team managers are not investing in their own continuing education?

If your team managers are not investing in their own continuing education, there are several steps you can take to encourage and support their professional development: 1. **Promote the benefits:** 2. **Offer resources:** 3. **Set an example:** 4. **Create a development plan:** 5. **Provide time and flexibility:** 6. **Recognize and reward:** 7. **Monitor progress:** By taking these proactive steps, you can create a culture of continuous learning and development within your team, ultimately leading to improved performance and success.

1) Talk to managers about the importance of ongoing learning. 2) Offer support like time off or funding for courses. 3) Share resources or set up learning sessions within the team. 4) Lead by example and show how learning benefits everyone. 5) Encourage a culture where learning is valued. If they still resist, gently remind them of their responsibility to grow along with the team.

If team managers are not investing in their own continuing education, it can lead to stagnant growth and outdated practices within the team. As a proactive approach, you can: 1. Encourage a learning culture: Emphasize the value of continuous learning and provide resources like workshops, webinars, or online courses. 2. Set expectations: Clearly communicate the importance of staying updated in their field and tie it to career growth opportunities. 3. Lead by example: Showcase your commitment to L&D, inspiring others to follow suit. 4. Offer support: Provide guidance on relevant training programs and allocate time or budget for learning activities. These actions can help motivate managers to invest in their ongoing education.

When making suggestions, it is important to be polite and considerate of the other person's feelings. Avoid being blunt or rude, as this may come across as aggressive or confrontational. Use polite language and tone, such as "perhaps you could consider" or "I was wondering if you might want to try." Also , be specific about what the manager is doing that's not working , then offer solutions and suggestions on how to improve. Remember, your manager is still your boss.

Speak to managers on importance of consistent upgradation of skill and knowledge Will initiate peer learning platform to motivate Emphasize on learning and development

To avoid sounding negative, avoid directly blaming bad management; instead, focus on your desire for personal and professional growth. You may consider stating reasons such as: Looking for new challenges and opportunities to grow. Seeking a more collaborative or supportive work environment.

Setting up expectation will make people accountable for their own development and can be linked to overall business objectives giving them sense of purpose and direction. This should be followed by offering resources or support to facilitate continuous education.

Clearly communicate expectations regarding ongoing learning and professional growth as part of the performance evaluation and goal-setting process. Emphasize the importance of staying abreast of industry developments and acquiring new skills to drive team success.

When your manager is not contributing to their own education, it can create challenges in terms of leadership, skill development, and overall team performance. Here are some steps you can take: Lead by Example: Continuously invest in your own education and skill development. Initiate Conversations: Have open and honest discussions with your manager about the importance of continuous learning. Encourage Feedback: Create a culture where feedback is encouraged. Set Goals: Collaboratively set goals with your manager that include aspects of L&D. Seek Support from HR or Leadership: Ultimately, it's important to approach the situation with empathy and a focus on the mutual benefit of continuous learning for both the manager and the team

Communicating your expectations clearly The world is agile and change is the only constant and for that we need to show our employees the need to learn unlearn and relearn

Provide access to coaching and mentorship opportunities for team managers to receive personalized guidance and support in their professional development journey. Pair them with experienced mentors or coaches who can offer insights, advice, and accountability as they pursue their learning goals.

Continuous learning, especially post covid, has become an essential aspect to grow and succeed at workplace. From education to work to consulting... everything has become easily accessible remotely now. Thus, the way Continous education (whether via video lectures, moocs, e-learnings etc...) has become indispensable, it's continuous monitoring has also become equally important. At my workplace as well, we periodically monitor the ROI in education, it's impact on the skills, and not just the deliverables, of the employees. Making this a part of change management and creating awareness about the benefits of upskilling, would lead to a highly productive workforce, let alone looking at its impact on the retention of employees.

Offer constructive feedback and guidance to team managers on areas where they can improve their skills and knowledge through continuing education. Identify specific learning objectives and development opportunities tailored to their individual needs and career aspirations.

Investing in coaching and mentoring can provide numerous benefits for managers development. Firstly, it helps managers gain self-awareness by identifying their strengths, weaknesses, and blind spots. This self-awareness allows managers to leverage their strengths and work on areas that need improvement.

Identify and address any barriers or obstacles that may be preventing team managers from investing in their own continuing education, such as time constraints, budget limitations, or lack of awareness about available resources. Work collaboratively to find solutions and support their professional development goals.

Probably continue on with my day.

Stuck with managers who skip learning? Here's how to nudge them forward: 1. Highlight benefits: Share success stories of how continuous learning boosted team performance. 2. Suggest resources: Recommend relevant courses, articles, or conferences aligned with their needs. 3. Offer peer learning: Propose knowledge-sharing sessions within the team, where managers can learn from each other. 4. Frame it as team development: Emphasise how their learning can benefit the entire team's growth and capabilities. 5. Seek support from HR: Discuss the importance of manager development with HR and explore possible opportunities. By advocating for their growth and providing solutions, you can encourage your managers to embrace continuous learning.

We should motivate our team managers to keep learning and growing in their jobs by taking part in training and development programs. We can help them by giving access to online courses or conferences. It's important for us as leaders to lead by example by showing that we value learning too. We can do this by talking about how learning helps us and our team. We should also check in with managers regularly to make sure they're continuing to learn. If there are any obstacles, like not having enough time or money, we should find ways to solve these problems so managers can keep learning.

A common pitfall for managers is to put their continuing education last, because they are no longer individual contributors and ICs should come first. Wrong! If managers cannot keep up with the changing times, they will become obsolete in time, and that will affect their ability to effectively manage their team in an ever changing world. Regardless of the industry, a good manager needs to man the frontlines every once in a while and be able to do so. Uber’s CEO drove an Uber on several occasions to understand what drivers go through, yet we have some line and middle managers refusing to do some basic tasks because “I am not an IC anymore mate”. If you cannot even tell how a task is done, how can you manage its delivery?

If learning continuously and not learning don't have consequences in your organisation, employees will hardly take learning seriously.