4 Easy Steps to Improve Your Team’s Learning Rate and Future-proofing against Failure

In a world where change is the only constant, developing a culture of learning within your organization is becoming increasingly essential to stay ahead of the curve.

Research by Deloitte shows that teams prioritizing learning and development are 92% more likely to innovate and be adaptable to change.

The faster your team can pick up new concepts, the faster your business will progress.

Based on my experience, let me break down what I believe is necessary for leaders like you to increase the collective learning of your team. Let’s dive in!

What are ‘learning rates’ and why collective improvement is necessary?

Put simply, learning rate refers to the speed at which an individual or team can acquire new knowledge or skills.

Improving the learning rate of an entire team can be challenging as each team member has different learning styles, preferences, and abilities.

However, developing a strategy that improves the entire team’s learning rate can be exponentially beneficial. By doing so, you create a cohesive and efficient team that’s always moving forward without leaving anyone behind and creating gaps.

Inspiring entire teams in cases like this is the job of a leader. Anyone can improve individual learning rates, but it takes a leader to influence the entire team.

Step 1: Start with a standardized template to track the learning rate

The beginning of improving your team's learning rate is by defining a way to track progress.

To do this, start off by creating a standardized template to track your team’s learning rate. By doing so, you can measure the effectiveness of your efforts and adjust your strategy accordingly.

The primary benefit of a standardize template is the quick identification of key areas where your team needs to improve and set measurable goals. You can also track progress over time, which will help you see if your efforts are paying off or if you need to adjust your approach.

Two things to keep in mind are:

Considering the specific needs of your team.

For example, if your team is working on a complex technical project, you may want to include sections in the template that track progress in specific technical areas.

In an alternate scenario, if your team is focused on developing soft skills like communication and teamwork, you may want to include sections that track progress in those areas.

Make sure that everyone on the team is aware of the goals and has access to the template.

This will make sure that everyone is on the same page and working towards the same objectives.

So, take the time to create a template that works for your team, and make sure that everyone is aware of the goals and has access to the template.

It's a small step that can make a big difference in the long run.

Step 2: Communicate with team members

Communication is key when you’re trying to motivate your employees toward a unified goal. Talk to team members, and start simply by asking them what issues they’re facing when trying to learn something.

Communication helps reveal real issues and the finer details that are often overlooked when planning something. Each team member might have a different set of problems, and as a leader, it’s your job to help them get through it and reach the finish line.

You can do this by -

1. Holding regular check-ins: Regular check-ins with team members can help you gauge their progress and address any concerns they may have.?By doing so, you can provide support and guidance to help team members improve.
2. Have an open-door policy: It's important to have an open-door policy so that team members feel comfortable coming to you for help.
3. Encourage feedback: Encourage team members to share their ideas and insights to help everyone learn from each other.

Remember, communication is a two-way street. Being a leader, you should not only be sharing information with your team but also actively listening to them and trying to understand their thought process. Encourage open and honest communication, and be willing to make changes based on team feedback.

Step 3: Taking charge as the leader

Although there are multiple books written on the subject, yet there’s a very practical and human approach that’s needed to connect with your team members as a leader. These can be:

1. Identifying inefficiencies in the system

This could be related to the training or learning materials being used or the way in which team members are being taught.

2. Create a culture of collaboration

To improve the learning rates of your team as a whole, it’s essential to create a culture of collaboration where team members help one another when a member is stuck somewhere.

Create a knowledge-sharing environment where team members feel comfortable asking questions and seeking help from their colleagues.

3. The power of incentives

For centuries, incentives have been a tried and tested method of motivating team members towards a goal.

This could be in the form of bonuses, promotions, or other non-monetary rewards that motivate team members to learn and improve their skills. When team members see that their efforts are being recognized and rewarded, they’re more likely to work harder and achieve better results.

4. Follow-ups are critical

Leaders should hold bi-weekly or weekly roundup calls to keep the entire team engaged and track progress.

During these calls, team members should share their successes and challenges, and leaders can provide feedback and guidance to help them improve.

5. Conducting workshops for technical subjects

You can hold workshops for technical subjects that many team members might face an issue with. These workshops can be used to teach new skills, provide hands-on training, and offer support and guidance to team members.

This will not only improve the learning rate of individual team members but also enhance the overall learning rate of the entire team.

Step 4: A/B Test for Success

Finally, end with creating a feedback loop that helps your team correct/realign itself and improve over time. In our context, the best way to do this is through an A/B testing approach where experimentation is promoted.

A/B testing is about selecting a sample of team members and testing different approaches to see which one is more effective. For example, you can test two different training programs or two different incentives to see which one leads to better learning rates.

It’s a smart and effective way to experiment with different approaches to improve your team’s learning rates.

How to conduct A/B tests

To conduct an A/B test, you need to choose a sample of team members and randomly assign them to two different groups. Each group will receive a different approach to learning.

For example, Group A might receive a specific training program, while Group B might receive a different one.

After a set period, you can measure the learning rates of each group and determine which approach is more effective.

It's important to note that A/B testing is not a perfect system. You're dealing with humans and their overall growth, so there may be bumps along the way.

However, it's essential to stay strong and act as a beacon of guidance for your team. More importantly, experimentation will help figure out where the gaps are and help your organization come up with its unique way of getting the team up to speed on future work.

Conclusion

In conclusion, improving your team's learning rate is crucial to future-proof your company against failure. The faster your team is able to learn, the faster your business will progress. As a leader, you have a critical role to play in influencing the collective learning rates of your team members.

Remember, no system is perfect, and experimentation is critical to finding the best approach to improving your team's learning rates. As a leader, your role is to stay strong, guide your team, and lead the way in developing new and innovative approaches to improving your team’s learning rates. And step into a more productive, more fulfilled, and happier future!

HAPPY LEARNING !!!