On job learning. while discussing about learning management systems,one of my colleague stated that 'learning should a self initiative . I agree to that to some extent ,but i believe that's part of organizations culture.
How to create that Learning organization? Is it needed? should organizations spend on learning and development of employees? How do you make your team develop and how do you make your team to embrace learning.
Learning is a constant process. we learn everyday ,and that's how we grow. As a leaders you have to question your self ,how much time I'm spending on learning? Are we creating right environment for the team . Are we encouraging people who are constantly improving their skills. Many times mangers think ,ok this person is doing his job right,i don't see he requires any more training . Or some times they may get request for trainings which they feel will not be needed for that particular position that person is holding.
How to develop a Training strategy for your team?
I feel that we should focus training strategies on personal development plans + creating a meaning full alignment with your company's /projects interest.
1.Talk to people.. Higher management and your team. Understand what your business priorities are. Innovation , development of new products/services , embracing new trends in industry are needed for every industry and this requires people with new /upgraded skills.
Talk to people to understand their personal development plans. Some employees may not be clear on what they want to be down the time. have mentors to guide them or guide them to explore and understand what their core strengths are ,how they can enhance them.
2.Sharing is good: organize informal trainings. Let people speak about their best practices they are following.
creating Technology focus groups ,and arranging group meet ups regularly ,sharing lessons learned will be beneficial . This will help in employees focusing and coming up with innovative solutions on common problems they are facing.
3.Arrange meet the business folks : I mean here real end users,who uses your products are services.This sounds crazy. But it works. Technology folks live in their silos. And sometimes business folks does not know that some small problems they are facing can be solved easily . allowing a interaction will work wonders.
4. Motivate: motivation is key. Motivate your team to learn. How can they be motivated? use awards /rewards/perks etc. Recognize their efforts.
5.Get time : Largely heard complaint is that 'we are interested,but you know what we don't have time' .Take a look at your team utilizations . See how many hours can be spent on training per quarter. Plan your training schedules accordingly . If it is not possible to spend at least few hours on training ,then it must be time for you to do a risk assessment and planning.
Happy learning!
How to create that Learning organization? Is it needed? should organizations spend on learning and development of employees? How do you make your team develop and how do you make your team to embrace learning.
Learning is a constant process. we learn everyday ,and that's how we grow. As a leaders you have to question your self ,how much time I'm spending on learning? Are we creating right environment for the team . Are we encouraging people who are constantly improving their skills. Many times mangers think ,ok this person is doing his job right,i don't see he requires any more training . Or some times they may get request for trainings which they feel will not be needed for that particular position that person is holding.
How to develop a Training strategy for your team?
I feel that we should focus training strategies on personal development plans + creating a meaning full alignment with your company's /projects interest.
1.Talk to people.. Higher management and your team. Understand what your business priorities are. Innovation , development of new products/services , embracing new trends in industry are needed for every industry and this requires people with new /upgraded skills.
Talk to people to understand their personal development plans. Some employees may not be clear on what they want to be down the time. have mentors to guide them or guide them to explore and understand what their core strengths are ,how they can enhance them.
2.Sharing is good: organize informal trainings. Let people speak about their best practices they are following.
creating Technology focus groups ,and arranging group meet ups regularly ,sharing lessons learned will be beneficial . This will help in employees focusing and coming up with innovative solutions on common problems they are facing.
3.Arrange meet the business folks : I mean here real end users,who uses your products are services.This sounds crazy. But it works. Technology folks live in their silos. And sometimes business folks does not know that some small problems they are facing can be solved easily . allowing a interaction will work wonders.
4. Motivate: motivation is key. Motivate your team to learn. How can they be motivated? use awards /rewards/perks etc. Recognize their efforts.
5.Get time : Largely heard complaint is that 'we are interested,but you know what we don't have time' .Take a look at your team utilizations . See how many hours can be spent on training per quarter. Plan your training schedules accordingly . If it is not possible to spend at least few hours on training ,then it must be time for you to do a risk assessment and planning.
Happy learning!
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