Improving the skills of your team members obviously will benefit the performance of the team, but there are significant additional advantages that come with it.
As well as honing skills, the team gains a feeling of appreciation and value as the business invests in their development.
As the leader of the team, maximise this benefit by showing interest in the learning.
- Before any training, discuss the outcome and how these can be integrated into the workplace.
- Involve the rest of the team, so that they can also see the benefit.
- Afterwards, discuss how you can assist in implementing the learnings. What about the rest of the team?
- Understand the expectations of everyone in the team to deliver the best results.
- Review and discuss the benefits and how things can be improved as a consequence.
Also remember that training courses aren’t the only form of development:
- What “on the job” development can be gained through strategic pairing of workmates
- Consider two way mentoring.
- A experienced worker can pass on years of working, but a new employee may offer new skills and perspectives.
- Look for ways where your team can help you develop. Show them that you’re willing to learn from them.
- Maybe a new employee has better IT skills, or newly trained practices in other areas.
Consider development opportunities outside the tasks involved in the work.
- How can you and your workforce develop as a team?
- What “soft” skills could team members benefit from
- What development opportunities could benefit a team member in their longer term aspirations? Maybe in another department in the organisation, or even elsewhere.
Demonstrating your commitment to the development of the team and its members will make the workforce more committed to you and the rest of the team, and provide a sense of belonging and purpose.
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