The best L&D resources of July 2022
Lavinia Mehedin?u
Co-Founder & Learning Architect @ Offbeat | Learning & Development
This monthly version of Offbeat is a curation of the curation (a bit of inception) we send each Sunday to our subscribers. Our official newsletter has tons of additional goodies you will want to check, so feel free to subscribe right?here .
____
I can't believe we're already approaching autumn. ????
The primary discussion in the world right now is the recession and if we're currently living in one. For a while, I was also concerned with the technicalities, until I heard a thought that resonated. If we're technically in a recession or not it's less important. What's more important is that inflation is going up, companies are turning toward mass layoffs (L&Ds being affected as well), and no one would blame us for freaking out. The word recession can obviously have a major impact on consumer behavior, but not being officially in a recession doesn't mean we're not already feeling the effects of one.
So once again, I'm going to start this monthly post with a nudge to check our job board in case you're looking for a new role or you have a new role in your team and you'd like to advertise it.
On another note, here's what we've been up to at Offbeat:
Enough about us! Let's see the best L&D resources of July 2022.
I loved this infographic! It gives some nice stats but is also full of knowledge. Here are two of the most interesting things I’ve learned: (1) highly rated managers are, on average, 2.2x more likely to retain their employees than lower-rated managers, and (2) manager effectiveness is made up of two primary dimensions: productivity and connction.
I think most people managers end up leading teams that they didn’t hire, so this new e-book from Blinkist is pretty useful. It can serve as inspiration for you, to better understand your leaders, or you can share it with your people managers. It covers: (1) focusing your team on what really matters, (2) a framework to identify what’s not working in your team, (3) what a spanning leader is, and (4) how to ask powerful questions and unlock solutions.
This piece covers: (1) the definition of coaching and how it fits into a manager’s portfolio, (2) why most managers struggle to coach, (3) how to improve coaching skills today. Additionally, they provide a Coaching Reflection Template that managers can use to instantly apply the coaching frameworks, tips, and ideas outlined in this article. Very good share for your people managers!
A very, very interesting article about how people can approach promotions when they want to hit senior levels! It might be a very good resource to share with colleagues that are pursuing this path. It talks about why career advancement is different at the senior level, common mistakes in career advancement, and how to create visibility & owning your own brand among others.
Let’s admit it. Engaging in development conversations it’s not easy for people managers for various reasons. So they need all the support they can get to do so. This article offers step-by-step guidance on how to talk to your team members about their careers and you should definitely share it with your leaders.
Although the title of the article mentions the skills they cover are only “start-up skills” I would argue that these skills are powerful no matter where you work: (1) taking your own pulse, (2) delegating, (3) making your strategy clear, (4) speak less and get better at listening, among others. Great piece to share with everyone!
We talk a lot about social learning as the best way to learn. We work at facilitating knowledge sharing, and it might sound simple. A mentor shares everything they know with their mentee. A manager can do the same. But can they? Truth is, knowledge sharing and capturing is more complicated than that because there isn’t just one type of knowledge. In this article, tacit knowledge is defined as 'expert intuition', something that can’t be shared as easily as other forms of knowledge, but it’s probably one of the most important aspects that inform career growth.
Coaching is expensive, right? So how can it ever be for everyone? Well, Mayden found a way and they chose to share their story with Corporate Rebels. I think it’s quite interesting if you’re also thinking about how to scale coaching in your company.
If you really want to get the best from people, sticking them straight in a box on the organisation chart and expecting them to stay there is not a great strategy.
The Blinkist learning team designed a “Own Your Development Workshop” and they were kind enough to share the Miro board they used with us. It has awesome resources which people can draw inspiration from, and follows up with step-by-step instructions on how to set learning goals & how to clarify your career path. And it looks damn awesome!
领英推荐
“Success is just a byproduct of learning, and learning is a byproduct of curiosity. Ultimately, if you are curious about something, you will be successful at it, and the more curious you are about it, the more successful you will be at it.” I won’t say anything more about this article other than this quote from Naval Ravikant that I just loved!
Remoteness by Perry Timms
Some say remote work is a fading trend because it’s not actually working. Others say that’s madness, things are working and companies shouldn’t be running from remote work. Perry Timms walks us through his views and his journey of building a remote-first team with some thought-provoking ideas.
So I can only conclude that much of the polarisation of remote/office in knowledge work is down to lacking the will to enact the article’s closing comment.
Social Media is a big part of our lives, personally and professionally. Your social media profile is essentially a microcosm of who you are and everything from the content you share to who you follow can say a lot about you. In this article, Buffer talks about different ways social media can impact our professional lives and how you can use that to your advantage to grow your career.
Whatever you choose to do, make sure it’s true to who you are and more importantly, is a sustainable way to put yourself out there.
Beating Burnout: A guide for supporting mental health at work by Forrest Cronin
Share this with everyone! Burnout might be a subject that’s not explored in your organization. I know somewhere this is the case. But it doesn’t mean it’s not there. We are used to chasing productivity and performance at no cost, but the truth is a bit different. So if we want to achieve those two, we need to take care of ourselves, of our mental health, and of overcoming burnout if we’re there. This guide is just an inspiration, a conversation starter, but it’s still something!
Job burnout is a special type of work-related stress — a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity.
I can literally talk from experience when I say that without mental health you won’t get too far away. No learning will occur because you’re too deep into things that have to do with survival rather than growth. Mindfulness is just one of the many ways you can get better. So why not add mindfulness to your list of topics to cover, and go beyond “giving feedback” or “time management”.
You don’t have to be a master meditator to offer mindfulness training. However, you do need an established practice that enables you to lead others confidently while being fully present with whatever arises during training.
A few months ago, Aki Friedrich and I had various conversations about learning habits. We even made a list of learning habits. So I am extremely happy to see this article from Scott Young where he covers a few other learning habits you can acquire. The one I’m planning to try is: to have a “stretch” book by your bedside.
Such an interesting resource, full of frameworks for different purposes. So I knew how IKIGAI could help you identify your life direction, but here are some other frameworks that were completely new to me: (1) jealousy as a map, (2) the lock-in effect, (3) regret minimization, (4) circle of competence. And these are only a few! Pretty neat!
A work blueprint is Buffer’s spin on what many in tech call user manuals, one-page sources of information about work preferences. They think of it as a shortcut for teammates to collaborate more efficiently by getting to know each other better. The blueprint is intended to shorten the learning curve for understanding how to work with someone else on your team, be it a peer, direct report, or manager. This article shows the structure, how they use Notion, and examples of work blueprints.
A work blueprint is our spin on what many in tech call?user manuals , one-page sources of information about work preferences. We think of it as a shortcut for teammates to collaborate more efficiently by getting to know each other better.
That's all, folks! See you next month. ??
Offbeat is an online platform where L&D professionals gather to accelerate their career growth through practice and knowledge sharing.
THE LATEST NEWSLETTER ISSUES
Executive Coach
2 年Thanks for the re-share!
?? Transforming Leadership & Humanizing Work | Training, Coaching & Consulting | Search Inside Yourself Teacher
2 年Tim S?nmez Sally Page ??