How can team members take ownership of their own learning and development?

Learning and development (L&D) is not only a responsibility of managers and organizations, but also of individual team members. By taking ownership of your own L&D, you can enhance your skills, performance, and career prospects, as well as contribute to your team's success. In this article, we will explore some strategies to help you take charge of your own L&D and make it an ongoing habit.

1 Identify your goals and needs

The first step to take ownership of your own L&D is to identify your goals and needs. What are the skills, knowledge, and competencies that you want to develop or improve? How do they align with your current role, your team's objectives, and your career aspirations? You can use various tools and methods to assess your strengths and gaps, such as self-reflection, feedback, performance reviews, competency frameworks, or online assessments. Once you have a clear picture of your goals and needs, you can prioritize them and set SMART (specific, measurable, achievable, relevant, and time-bound) objectives.

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2 Plan your actions and resources

The next step is to plan your actions and resources to achieve your L&D objectives. How will you learn, practice, and apply the skills, knowledge, and competencies that you need? What are the best sources, formats, and methods for your learning style and preferences? You can choose from a variety of L&D options, such as online courses, webinars, podcasts, books, articles, mentors, coaches, peers, networks, communities, projects, assignments, or simulations. You can also leverage the L&D opportunities and support provided by your organization, such as training programs, learning platforms, or development plans. Make sure to allocate time, budget, and space for your L&D activities, and track your progress and results.

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Jules P.
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Connect with colleagues who share similar learning goals. Forming a learning network enables the exchange of knowledge, resources, and support for each other's development.

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3 Seek feedback and collaboration

Another important strategy to take ownership of your own L&D is to seek feedback and collaboration from others. Feedback can help you evaluate your performance, identify your strengths and areas for improvement, and adjust your L&D plan accordingly. Collaboration can help you learn from others, share your insights and experiences, and enhance your social and communication skills. You can seek feedback and collaboration from various sources, such as your manager, colleagues, mentors, coaches, customers, or external experts. You can also use different methods, such as surveys, ratings, reviews, comments, discussions, or peer reviews.

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4 Apply and transfer your learning

To make the most of your L&D efforts, you need to apply and transfer your learning to your work context and tasks. Applying your learning means putting into practice what you have learned, and demonstrating your skills, knowledge, and competencies in real situations. Transferring your learning means adapting and applying what you have learned to different or new scenarios, and expanding your scope and impact. You can apply and transfer your learning by using various techniques, such as action learning, reflection, experimentation, problem-solving, or storytelling.

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5 Celebrate and reward your achievements

The final strategy to take ownership of your own L&D is to celebrate and reward your achievements. Celebrating and rewarding your achievements can help you recognize your progress, boost your motivation and confidence, and reinforce your L&D habits. You can celebrate and reward your achievements by using various methods, such as acknowledging your milestones, sharing your successes, receiving recognition, or rewarding yourself with something meaningful or enjoyable.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Maha Shaheen

Talent Acquisition Lead @ Eplanet Global Pakistan | MBA
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Encouraging team members to take ownership of their learning and development involves fostering a culture of accountability and self-motivation. By positioning individuals at the forefront of their growth journey, providing guidance from the background, and promoting a proactive approach to challenges, team members are empowered to escalate issues when needed. This approach not only cultivates a sense of responsibility but also contributes to a positive and self-driven professional development mindset within the team.

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Nikhil Kapur

Transformative Wellness|SpaCraft| Ananda-in the Himalayas|Oberoi Hotels & Resorts|Hyatt & Ista Hotels| Spa |Pre-Opening|Luxury Hotels & Resorts
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The organisation must culturally foster a spirit of learning and development and encourage a celebrate people who show their commitment to it. On a more tangible level, link learning opportunities to your growth mechanism. Make certain levels of learning mandatory.

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How can team members take ownership of their own learning and development?

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3

4

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1 Identify your goals and needs

2 Plan your actions and resources

3 Seek feedback and collaboration

4 Apply and transfer your learning

5 Celebrate and reward your achievements

6 Here’s what else to consider

Employee Relations

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How can team members take ownership of their own learning and development?

1

2

3

4

5

6

1 Identify your goals and needs

2 Plan your actions and resources

3 Seek feedback and collaboration

4 Apply and transfer your learning

5 Celebrate and reward your achievements

6 Here’s what else to consider

Employee Relations

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