– First step is to have a learning goal for each of the employee, get them to chalk out, with help of line manager & HR. No transactional, ## man-days etc as the training target. But learning, deep and transformational
– Secondly, make it as much as part of everything that is broadly categorized “day-to-day”. For learning is like ‘cutting the tree vs sharpening the saw’!
– Make it part of the corporate culture. Leaders should set example, should spend time mentoring, as per 70:20:10 rule. A learning organization will almost never fail. — Get external help, say coaches. But the responsibility is within.
— ‘Speak at the skill level, not at the role level’, is brilliant.

Coaching Leaders & Mentoring Coaches at www.regalunlimited.com

https://hbr.org/2017/08/how-to-support-employees-learning-goals-while-getting-day-to-day-stuff-done?utm_campaign=hbr&utm_source=linkedin&utm_medium=social

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