What are some tips to balance your learning time and your work commitments?

> Craft a weekly schedule factoring in work deadlines and dedicated study blocks. > Prioritize tasks using frameworks like the Eisenhower Matrix to focus on high-impact learning activities. > Utilize micro-learning techniques like podcasts during commutes or breaks. > Minimize distractions by setting clear boundaries and silencing notifications while studying. > Schedule breaks to avoid burnout. > Maintain a healthy sleep routine and prioritize physical activity. > Seek support from colleagues or family to manage workload and create a network for accountability.

Like anything we're trying to achieve, learning requires "problem-awareness" and specific goals to drive results. This becomes harder as we try to develop soft-skills (ie. difficult conversations) or aim for soft-goals (ie. become a better manager) that often lack clear metrics for success. If possible, begin by clearly stating what you're trying to accomplish and the time period you're giving yourself. (ie. Learn the basics of leading teams by end of year.) The next step is to identify your skill gap. An easy place to start is defining what "great" looks like and identifying core competencies that high achievers typically do. These competencies can form a rubric for assessing yourself and gathering feedback from peers.

Evaluar las necesidades de aprendizaje es fundamental. Identificar las brechas de habilidades y conocimientos, alineadas con metas profesionales y objetivos organizacionales, guía un desarrollo efectivo. Herramientas como autoevaluaciones y retroalimentación ayudan a priorizar y focalizar esfuerzos para un crecimiento significativo y alineado con las metas individuales y corporativas.

Often, an incremental vision does not contribute to the construction of a medium and long-term plan. I suggest that in addition to looking at the skills gap, a future vision should also be built. Choose a date in the future, a year from now, for example, and describe which tasks you will be able to perform and what behaviors and attitudes you will be demonstrating. From this vision, construct an individual development plan, with the necessary steps to achieve this future vision within the planned time.

Great tips...on assessments,it's important to know which tools are valid and reliable. The skill evaluation tools are easier to rely on. The behaviour tools are the grey area. Use the tools, reflect on the results to see if you agree, else use another tool. If the same result stays, go by what is shown as the gap.

Another format that is helpful is an IDP (Individual Development Plan). There are varying formats, but this sheet is employee-driven with leadership support so you get a 360 buy-in on your development.

Learning has to be an EMC,- Every Minute Culture. Every review, every feedback session should end with what have you learnt and ensure those are chronicled

SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound. When you define your learning goals using this framework, you create a roadmap for your educational journey. For example, instead of a vague goal like "Learn coding," a SMART goal might be "Complete an online Python course within three months to improve my data analysis skills."

1. Pick the same day and time each week to learn. For example, decide to learn something every Tuesday for 1 hour at 1 PM, or find a once-a-week course, coaching, or travel event that lasts 90 minutes. 2. Narrow down where to look. I recommend exploring an online 2D course or an immersive 3D course or pop-up event. (I like top universities like Stanford, Wharton, or Emory for online 2D learning, and SpaceVibes (SpaceVibes.org) for 3D immersive learning on Apple Vision Pro. SpaceVibes offers coaching, travel, and learning experiences that benefit from a first-person point of view, such as watercolor painting, museum tours, language immersion at local markets, or guitar lessons.) 3. Schedule it on your calendar. Block out the time and commit.

There are dozens of resources available to learners, so much so that it can become overwhelming. Here are the most common types of learning resources for leadership development, according to our research on where leaders went to build their skills: - 22.4% peers and colleagues - 18.8% mentors - 12.5% books - 11.1% company training - 8.4% LinkedIn, TikTok, or social media - 7.7% executive coaching - 7.3% blogs and online articles - 5.4% webinars - 4.1% online courses or programs - 3.5% podcasts Something to be noted, leaders often look to multiple sources from the list above to diversify their learning routine and accommodate their needs. Consider your time, budget, and daily routine to find the best solution for you!

La elección de recursos para el desarrollo es clave. Seleccionar según estilo de aprendizaje, preferencias y recursos disponibles es crucial. Además, valorar la calidad, credibilidad y pertinencia de los recursos mediante revisiones, calificaciones y recomendaciones asegura un aprendizaje efectivo y significativo. Por favor: asegúrate de que el trabajador está conforme con el tema y horario y fechas seleccionadas para el curso. La imposición de formaciones no trae ningún beneficio ni para la empresa ni para el empleado.

Sharing a few ways I’ve discovered, with repeated experimentation: 1. Instead of trying to balance learning and work, integrate it. Look for content nuggets to learn on the job (for your team or yourself). We have seen that this simultaneously leads to phenomenal improvements in adoption and on-job performance. 2. For roles that have a lot of high velocity skills, block out 1-2 hours per week on a Friday for learning. Snooze all emails, and read materials from the web. You can check email for 30 min now, and then take a 1 hour course. I have tried it this year and this is how I developed my GenAI skills. 3. Make learning a part of people’s KPIs - always works! For leadership roles, coaching sessions can be made compulsory as well.

Once the topic is within a work-related subject, it becomes part of the job and should be scheduled like any other task. The main aim for anything learned is to gain more knowledge or skills that will help achieve desired results in a specified subject more quickly. For information to be acquired most effectively, it needs to be delivered in chunks and be practical to ensure the learner can apply it as soon as possible. This way, balance happens as there is a schedule in place, maintaining work-life balance, and allowing the company to benefit from streamlined results. Sharing the learned information allows for more learning and is also a way of learning, and as with any learning, it should be scheduled.

Applying your learning is great, but sharing and teaching others the nuggets you have gained will not only make your team stronger, but solidify the learnings in your brain. Consider sharing during a weekly team meeting or schedule a “coffee chat” for 15min at the start of a not-so-busy day. Make it optional to join, but don’t forget to invite your supervisors so they can learn from you leading by example.

Transferir habilidades y conocimientos al trabajo y la vida cotidiana mediante acciones, reflexiones y recibiendo retroalimentación promueve un aprendizaje práctico y significativo. Revisar y ajustar el plan de aprendizaje continuamente asegura su relevancia y efectividad a largo plazo.

When applying your learning, consider these additional tips: Practical Application - Implement new knowledge in real-world scenarios to reinforce learning. Teach Others - Sharing what you’ve learned with others can deepen your understanding. Reflect and Adjust - Regularly reflect on your experiences and adjust your approach as needed. Set Goals - Establish clear, achievable goals to stay motivated and track progress. Stay Curious - Continuously seek out new information and opportunities to apply your learning. These strategies can help you effectively integrate and utilize new knowledge.

One thing learning instructional designers often mention is the 70/20/10 rule. This describes how learners attain 70% of their knowledge from experience, 20% from peers, and 10% from formal courses and training. With this in mind, it's essential to look to peers for reinforcing and driving learning. This can include scheduling regular coffee chats with peers or work friends, hosting lunch-and-learn sessions with teammates, or attending book clubs with similar folks in your industry. By adding a social element to your classes, you'll often retain information better, build confidence with the subject, and be more inclined to apply it in real-life situations.

In terms of the percentage balance, it really depends on whether we are talking about a new joiner or someone who has been with the company for an extended period, holding that role and who needs just some advancement.

Tout à fait d'accord avec seulement une nuance ou condition qui serait qye les Managers ou ma?tre d'apprentissage soit sensibilisé à la transmission, l'évaluation des acquis et bien sur le feed back ?? C'est peut être un peu trop??? ??

Get buy-in from your supervisor, if you are having trouble getting learning time in. See if they will approve a time block on your calendar (if you can't just make one without "permission"). Enforce that time block and, if possible, set your calendar to auto-decline meeting invites that conflict with your learning time block. If you are having trouble convincing your supervisor to allow a learning time block, use data to show them how your time for learning will improve your job performance - use metrics if you can! They are hard to argue against.