Friday December 6, 2013
Great leaders spend a significant amount of time, and often money, supporting their employees with learning and development. How many of these senior professionals, however, are receiving the same investment so they too can grow and succeed? Not only has research shown that 73% believe they achieve their goals sooner, the TICP reported that high performing organisations are five times as effective at leadership development than low performing organisations,; proving that whatever the level of employee, development is a crucial factor to the success of both individual and organisation.
There are a number of methods to drive a learning culture in your business; and these should be varied to ensure it’s the right fit for the person and business. There are also plenty of low/no cost ways to ensure for continual development; click here to read our top three tips.
1. Make learning and development accessible
Developing yourself and / or your team doesn’t need to break the bank. There are many low / no cost learning tools such as reading books and journals, eLearning, providing in-house libraries and short, snappy ‘knowledge’ sessions, webcasts, job swaps and secondments work as well as, if not better than, classroom based sessions Individuals will have preferred learning styles, so it is important to embrace these and offer a variety of tools to support them..
2. Review progress regularly
Talk about learning on a regular basis; whether that’s your own with your manager or your teams. Encourage people at all levels to drive their aspirations, allowing them to establish goals and identify the development that they need to help achieve. Setting own goals makes the person responsible for their desired outcomes; providing inspiration to accomplish. If you’ve not set any, the end of the year provides a great opportunity to review, reflect and outline what you plan to do in 2014 – do it now….
3. Mentoring and coaching
These useful support tools allow individuals to talk through challenges with a trained coach or mentor who is often more senior and experienced. Not only does it help find resolutions, it can provide ample opportunity to learn detailed industry knowledge, discuss career aspirations and progress, bounce ideas and even adopt useful mentoring / coaching behaviours which can be used within the team back in the workplace.
It’s important that at all levels employees are challenged and encouraged to drive their own progress and reach their full potential. This in return will give your organisation engaged and productive people, achieving their own goals and those of the organisation. After all if your organisation is growing; leaders and employees need to grow too.