Here's how you can foster a continuous learning mindset among your teams.

Curiosity killed the cat but enlivened your team. Don't be afraid to think outside the dodecahedron. You must be willing to take chances to succeed.

Fostering a culture of continuous learning begins with embracing curiosity within your team. Encourage a spirit of inquiry and exploration, where team members feel empowered to ask questions and explore new ideas freely. By creating an environment where curiosity is celebrated, you not only deepen engagement but also unlock a treasure trove of creative solutions to challenges. Embrace the "why" and "what if," and watch as every idea contributes to a culture rich in innovation and growth.

In my former position, we always had a self-improvement section as part of our annual goals. My company was unique because this goal did not have to relate to the business. We were encouraged to pursue personal passions, whether it was to learn something about gardening to whatever your brain could devise. Our managers were engaged about the diversity of the goals that employees could craft and were always asking us about if we were taking time to nuture this goal. My former employer understood the effects of burnout, and really wanted people to be able to disconnect and take care of themselves to alleviate the stress and burnout that comes along with long hours of work. I appreciated the intent of the goal and took advantage of it!

The best way to foster a continuous learning mindset on your team is to model it yourself as a leader. Demonstrate that you are genuinely curious about your employees and the business you are in. Ask probing questions to learn more about the motivations, thought processes, knowledge, and experiences behind ideas.

1. Il est essentiel d'identifier ses axes de progression, basés sur son évaluation annuelle, les feedbacks reçus au quotidien ou la manière dont on se sent sur certaines tâches. 2. La deuxième étape est de mettre en perspective ces axes avec les possibilités de développement existantes au sein de l'entreprise et en-dehors et d'en discuter avec son manager. Qui dit "développement" ne veut pas forcément dire "formation". Un manager peut nous exposer, nous confier des projets qui nous feront progresser parfois bien plus qu'une formation en salle. 3. Progresser pour atteindre un objectif de carrière plus long terme est motivant : les actions de développement forment des jalons vers un nouveau poste, par exemple.

Set clear learning goals that align with both personal and organizational objectives. Use SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound) to focus efforts. Regular check-ins and performance reviews can help track progress and emphasize the importance of continuous learning.

Le développement est un véritable état d'esprit ! Un manager doit parfois insuffler cet état d'esprit en en expliquant pourquoi il est intéressant de se former, à quoi cela va servir au collaborateur, à l'entreprise. S'il a des ressources sur lesquelles s'appuyer, cela est plus facile de montrer leur plus-value et leur accessibilité. Autre challenge pour un manager : la disponibilité des équipes. Un collaborateur qui travaille à l'heure n'a pas la même bande passante qu'un forfait jours pour se former. Dans ce cas, le manager peut aménager des temps à son équipe, afin que tous aient les mêmes chances de développement. Cela passe par la réservation d'une salle, la mise à disposition d'un ordinateur, la pédagogie, etc.

Humans are learning creatures. We love to learn new things. It is likely that this trait was a key driver for the success of early homo sapiens over other bigger and stronger human-like species. Therefore providing easy ways for others to learn is feeding a primal driver for all of us. One simple way foster learning is to provide a regular venue for any team member to share a learning or learnings with others. This can be 5 minutes at the start of a team meeting or a regularly scheduled ideas sharing time. What’s important is to have a team member share a learning and then encourage a brief discussion about how it might be used by all. Then be sure to acknowledge the person who shared the learning.

Every member has something to contribute to the team's development. It could be a skill, an experience, or a methodology that can be applied in different areas. Establish a monthly meeting where a member will teach something helpful to the others. You will recognize the employee as a reference in that skill within the company, while helping the team to acquire knowledge.

In a thriving learning culture, recognizing and rewarding progress is essential for sustaining momentum. Celebrate achievements, whether it's completing a course or successfully implementing a new idea. This not only boosts morale but also underscores the organization's commitment to personal growth and innovation. Rewards can range from public recognition to tangible incentives, all aimed at emphasizing the value of continuous learning.

Continuously update training programs and resources to keep them relevant. Gather employee feedback to improve learning initiatives and stay agile by experimenting with new methods and technologies. Regular adaptation ensures an effective learning environment that supports ongoing development.

In my experience, continuous learning mindset follows a continuous _teaching_ mindset. The best managers I've had asked me to apply my knowledge, AND teach others what I know. This doesn't mean training them on your job; it means teaching how your skills/expertise work. In those environments, we'd quickly spin up on each others' working style, strengths, and specialties, which made it far easier to collaborate. When one of us learned something new, the whole team benefitted. To foster this in your group, use part of your staff meeting for teaching. Set achievable goals (i.e. teach 3 things in X) and focus on actionable lessons. Use the lesson to solve a problem on the spot. Last, don't be the expert- let the team find answers, together.