We are going to look at each of these 7 elements in more detail:
Identify Learning Style
People have different learning styles. Some learn best by watching someone else, and by then using the new skill themselves.
Others learn best by reading or listening. If your people express fear or hesitation about learning something new, then perhaps they’ve had a bad experience with training that didn’t accommodate their particular learning style.
Once you know how they learn best, you can guide them to development opportunities that cater to their particular style.
Set Learning Goals
What does each person on your team need to learn to perform better in his or her current role?
What do your team members want to learn?
Start by helping them identify what’s most important to them in their current role.
Next, discuss what they could do to get better at the activities they find most important.
If you set a specific goal for learning, it makes the benefits more tangible for your team, and will likely increase their motivation to get started.
Connect Learning to work goals
It’s important to communicate to your people how specific learning sessions will help them achieve their work and personal goals.
First, make sure that you’re aligning your people’s objectives with the organization’s objectives.
Set specific learning and development goals that they need to achieve as part of this. This helps to make learning a part of people’s regular work, which they can prioritize appropriately. So clearly link the training to our vision, mission and values.
Also, ask your people about their personal career and life goals, and highlight how the training will help them to achieve these, if appropriate.
Stress the Benefits
Adult learners often choose to learn because of the immediate impact it will have on their lives.
This is why it’s so important that you communicate what the short-term benefits of training are and explain how those benefits will affect them directly.
How will the train help them right now?
What problems will it help them solve?
And how will it make their work easier, or more interesting?
Everyone needs encouragement and recognition to keep them going.
Make sure that you recognize the improvements your people make as they start to apply their new skills.
Even if you can’t reward team members with bonuses or raises, you may be able to reward them with a gift or other token of appreciation.
Remember, you can make them feel special by simply saying “thank you,” or by highlighting their achievements in front of the rest of the team.
Encourage peer and social learning
As part of his Social Learning Theory, psychologist Albert Bandura says that many people prefer to learn from one another through observation, imitation, and modelling.
This is why offering your people opportunities to learn with a mentor or coach can be so valuable. Not only is learning more fun when we’re with others but teaming up with more experienced individuals can have a lifelong impact on people.
This person-to-person connection also gives staff tangible examples of how they can apply a new skill or process. You could potential ‘buddy’ less experienced staff with high performing team members.
It’s also useful to allow people to learn as a group, this is why your on-set MAGIC program delivery will add so much value. But it shouldn’t stop with this, using team briefings, quiet times etc. suggest/organize short training sessions for your team, or ask people to share.
Share ideas with your DM or other LMs to build on one another’s ideas
Set an example
Team members are less likely to engage with their own learning if you’re not focusing on your own learning and development. So, make sure that your people can see that you’re actively working on your own learning.
Highlight your own learning objectives and share what you’ve learnt with your people. If they see that you’re willing to put effort into personal development, then they will see that this is important for themselves, too.
Talk about your experience. it’s important for you, as a leader, to engage your team in the learning process. Without that engagement, they may not take action to develop new skills.