The Importance of Continuous Learning for Managers
Development Starts With You
A well-respected leader in the organization spent some time during our meeting telling me how much he valued development and how much he welcomed my support. He was saying all the right words, but I knew better than to just listen to what he said. I asked “I think that is awesome – tell me, what was the last skill you intentionally developed or the last training class you took?”
This is where things took a wrong turn.
He said “it had been awhile”. Even though he really wanted to take some classes, he was “way too busy”. I of course totally understood and pulled up the stats on his team completing training. As you can imagine, they did well with the required courses, but did little else.
Side note: I later learned that they weren’t even doing that well with required training. Several departments in this area had 1 person take the training repeatedly for everyone to ensure they “hit the numbers”.
Employees pay attention to what you do more than anything you say. The underlying message was that while training was good, it was more valuable and more important to be “busy”. The people who are successful are too busy for training.
Not only do managers need training to continue to grow and prepare for their next role, they need training to model the proper behavior to the team. Here are some actions that every manager should take.
Action 1: Prioritize Learning as a Team Value
Encourage managers to integrate learning into the daily routine of the team. This could involve regular training sessions, allocating time for team members to attend workshops or webinars, and even setting aside a small budget for courses or books. In addition, encourage employees to share what they’ve learned. If they went to a training course, what is one thing they learned that they will do differently? What is one thing they think others could benefit from?
Benefits:
Team Innovation: Regular exposure to new ideas and skills fosters an innovative mindset within the team. Innovation leads to better problem-solving and can set the team apart from competitors.
Adaptability: Teams that are accustomed to learning and adapting are better equipped to handle changes in the market or industry, keeping the business agile and responsive.
Action 2: Lead by Example
Managers should actively engage in their own professional development and share their learning experiences with the team. This could be through informal discussions, learning summaries during meetings, or demonstrating new skills acquired. This is much more than just attending a training. It requires communication throughout the entire process. Share with the team an area on which you are working (for example, presentation skills), tell them how you are improving those skills, and share the struggles and success you are having while learning. They need to see the entire process in order to understand that you are truly committed to development.
Benefits:
Inspiration: A manager who is visibly committed to their own growth inspires their team members to pursue learning. This creates a culture where personal and professional development is valued.
Trust and Respect: Managers who show they are continually improving are more likely to earn respect and trust from their team, enhancing overall leadership effectiveness.
Action 3: Create Opportunities for Skill Sharing
Facilitate opportunities for team members to teach each other. This could be through structured presentations, "lunch and learn" sessions, or peer mentoring programs. Once a month, have someone share what they are an “expert” in. Keep in mind, expert doesn’t mean knows everything. All it means is they know more than everyone else in the audience. One of the great lessons of teams is that the team together knows more than any one individual. By sharing knowledge and skills, everyone improves.
Benefits:
Skill Diversification: When team members share their expertise, it diversifies the skills within the team, making the team more versatile and capable of tackling a wide range of challenges.
Cohesion and Collaboration: Skill sharing can significantly enhance team cohesion and collaborative spirit as members appreciate and utilize each other’s strengths.
Conclusion
By implementing these actions, managers not only enhance their team's performance and adaptability but also contribute to a more engaging and fulfilling work environment. Continuous learning should be seen not just as an individual obligation but as a collective opportunity that benefits the entire team.
My question to you: Which of these 3 action items will you incorporate in the coming weeks and how?