How can you develop your team with limited resources?

As a leader of people, how good are your listening skills? I mean how much do you really listen to your team! Often conscious listening and of course observing are enough for you to identify your teams abilities, both strengths and weaknesses. From here your reviews / meeting /121s (label isnt important) open questions will allow you to support their development and help set clear goals for each of them. Don't forget to lean into their strengths and not focus on just areas to improve! A PDP starts with the word personal, therefore if you can support your team to personally grow their work will in turn grow. Its a leaders role to encourage an environment of continuous growth and creativity.

📌 Here are the answer👇🏻 🎯To develop your team with limited resources, start by assessing their needs. Identify key skills, training, and tools necessary for their roles. 🎯Prioritize areas that will have the most impact on team performance and seek cost-effective solutions, such as online courses, cross-training, or utilizing free resources. 🎯Encourage knowledge sharing within the team and explore collaborative learning opportunities. Foster a culture of continuous improvement to maximize the team's potential despite resource constraints. 🎯Allow you to strategically allocate limited resources, focusing on the most critical aspects of your team's development to enhance overall effectiveness.

Develop your team with limited resources by focusing on cost-effective training methods such as online courses, webinars, and self-paced learning materials. Encourage knowledge sharing within the team through peer-to-peer learning and mentorship programs, leveraging internal expertise. Prioritize skill development that directly aligns with the team's goals and the organization's objectives, ensuring a targeted and efficient use of limited resources.

As a team with employees from different countries in Asia and Europe, our methods of contact are limited and mainly done through online platforms. We started small and have limited resources, especially financially. The most important thing to do is to work with, and utilize what you have, and make the best out of it.

To develop your team with limited resources, focus on targeted skill-building. Identify key competencies essential for your team's success and provide cost-effective training, leveraging online resources, webinars, and mentorship programs. Foster a culture of continuous learning and encourage knowledge sharing within the team. Set clear goals and prioritize tasks, optimizing time and effort. Cultivate open communication to harness collective creativity and problem-solving. Recognize and reward achievements, boosting morale and motivation. Utilize free or low-cost team-building activities to strengthen relationships. Emphasize the importance of adaptability and resilience, encouraging your team to learn from challenges and grow together.

Cross-Training: Encourage team members to learn from each other, sharing skills and knowledge through cross-training. Mentorship Programs: Pair experienced employees with newer ones for mentorship, fostering skill transfer and personal development. Online Learning Platforms: Utilize free or low-cost online learning resources like Coursera, Khan Academy, or LinkedIn Learning. In-House Workshops: Conduct in-house training sessions or workshops using internal expertise. Job Rotation: Implement job rotation to expose team members to different roles and responsibilities, enhancing their skill set. Regular Feedback: Provide regular, constructive feedback to help employees grow and improve in their roles.

Team Challenges and Projects: Create internal challenges or projects that encourage problem-solving and innovation. Peer Learning Groups: Establish peer learning groups where team members can discuss ideas, experiences, and learn from each other. Self-Directed Learning: Encourage self-directed learning by setting aside time for employees to pursue their learning interests. Leverage Community Resources: Engage with local community resources like seminars, webinars, or workshops. Recognition and Rewards: Recognize and reward learning and development achievements, even small ones, to motivate the team. Performance Development Plans: Create individual performance development plans focusing on achievable goals with available resources.

I think the key points are: Strategically aligning skills: Determine the skills required for both future projects. Ensure that team development focuses on these skills to achieve impact while working within resource constraints. Promoting a culture of learning: Encourage learning among team members. Utilize platforms, mentoring and knowledge sharing sessions to enhance knowledge and empower them. Flexible deployment of talent: Optimize the composition of teams based on project requirements. Harness cross functional. Empower employees to broaden their skill set thereby increasing team adaptability.

Before investing in training programs, it's crucial to assess your team's specific needs. Understanding what they want and need to learn is fundamental for effective professional development. Use various assessment methods such as surveys, interviews, feedback sessions, performance reviews, and self-evaluations to gauge skills, knowledge, and interests. Analyze the results to pinpoint gaps, set objectives, and prioritize areas for development. This proactive approach ensures that training investments align with actual needs, maximizing their impact. Tailoring efforts to address identified gaps enhances team skills and fosters a more engaged work environment.

From my experience, using the skills and experiences of your own staff team can be a hugely rewarding way to develop your team without spending a fortune. As well as increasing skills and knowledge levels, this can contribute towards a strong growth mindset culture as well as being seen by those involved as appreciating what they are able to contribute. It also tends to be a lot of fun!

Je suis sûre que vos collaborateurs ont tous un smartphone. Incitez-les à faire des courtes vidéos qui montrent leur façon de faire, avec quels outils, en suivant quel mode opératoire. Demandez-leur de partager leurs trucs et astuces en expliquant clairement l'avantage qu'ils y voient. Partagez ces vidéos sur la plateforme de ressources partagées de votre entreprise. Au besoin, créez des playlists par thématiques afin qu'on les retrouve facilement. Pensez à créditer les auteurs. Ensuite communiquez en interne sur leur existence !

You can help your team to identify the skills they need to develop and to help them select the relevant content available online, to prevent them from getting lost in the multitude of information on the internet.

The idea is to utilize free resources available on various platforms. In this digital world, learning from the best of the institutes has become easy. Team should be guided and motivated to learn from various courses including those from LinkedIn Learning. Investing time is the important part. Time is one resource which is same for everyone but everyone does not utilize it the same way.

For knowledge that is not yet available in the organisation, I would recommend to invest in train the trainer course on the topic. These courses only need to be taken by a handful of people. From there, they can actually spread the knowledge and skills within the organisation. Main benefit from a train the trainer set up, is that the assigned people not only learn WHAT to teach, but also HOW to best teach it to their colleagues.

For training the team ,Subject Matter experts can be a great in-house budget friendly resource. Apart from this, having an in-house library is also a good idea where a monthly subscription of technical magazines or books can help the team in staying updated.

Lembro de uma empresa na qual trabalhei onde eu dispunha de todos os sistemas que eu queria, eles adoravam um sistema novo rs Porém os sistemas não conversavam entre si, não geravam valor para o negócio e confundia ainda mais a tomada de decisão para o desenvolvimento da equipe. O outro cenário que trabalhei foi quando precisei construir a área de treinamento e desenvolvimento do zero, e não dispunha de nenhum recurso, mas confiei em minha criatividade e habilidade no que eu já sabia fazer e aproveitei de ferramentas internas que não eram específicas para capacitação ou programas de desenvolvimento, mas adaptei para que eu pudesse mostrar o valor do meu trabalho e depois pleitear um sistema específico para otimizar o meu trabalho.

Definitely, leverage e-learning platforms if there are limited resources to develop the team. Especially when you are able to record training, webinars and podcasts to have them up on the e-learning platforms. That's when it becomes scalable and allows the team to learn on-demand. Typically, what holds organizations back is the initial set-up. But once you are able to get over the initial set-up - which can be put together on a low budget to get started and improved along the way - this is typically most resource-optimised.

As Learning & Talent leaders, one of our jobs is to facilitate the transfer of information and knowledge. We recognize that the majority of that knowledge is already amongst us. We should focus our efforts on building a multitude of vehicles for which our network of experts can leverage each other - actively, passively, with moderation and without. Technology is our friend - there are many cost-effective options available to help wireframe these vehicles. Ask your favorite SaaS vendors for demos and let your creative minds dream!

Entendendo sua realidade, materiais e recursos, adaptar o treinamento é essencial. A personalização, eu diria, ocorre em cada treinamento, pois os grupos treinados serão diferentes e terão necessidades diferentes. Ter várias formas de aplicação do treinamento é uma jogada de mestre, imagine um treinamento online que gera interesse e você possa aprofundar em uma imersão presencial. A qualidade e agilidade do trabalho se complementa com duas formas de aplicação diferentes. Ou imaginar um setor operacional e a alta liderança, ambos precisam do mesmo treinamento, mas o formato de aplicação será completamente diferente. Personalizar o treinamento é quase obrigatório para cada turma.

A personalização do treinamento surge como a estratégia mais eficaz para maximizar resultados no desenvolvimento da equipe. Cada membro da equipe é único, com vivências, habilidades, histórias, pontos fortes e áreas de melhoria distintas. Ao personalizar o treinamento, é possível direcionar os melhores recursos disponíveis de maneira mais eficiente, concentrando-se nas necessidades específicas de cada ser humano. Isso não apenas amplia o impacto do treinamento, mas também aumenta a motivação, engajamento e o comprometimento da equipe, pois os membros da equipe percebem que o investimento no seu desenvolvimento é feito de maneira personalizada e direcionada ao seu crescimento profissional.

Training isn't just about building and delivering content; it's about guiding individuals to excel and become true rockstars in their roles! Thinking back on it now, I realize the profound impact personalized training would have had on my early career. It's crucial to step into the learners' shoes, envisioning the support we all wished for at one point. Being able to tailor trainings to the diverse learning styles and preferences of your learners creates a true culture of understanding and inclusion, leading to the full potential of every team member being unlocked!

Il existe des outils gratuits pour créer des questionnaires d'évaluation. Certes, ils ne comportent pas toutes les fonctionnalités mais ils sont gratuits !

A experiência que tive ao longo da carreira na área de treinamento me ensinou que a capacitação da equipe precisa ser uma meta dos gestores, do contrário, não passará de uma iniciatva isolada do RH e dos gestores que são entusiastas do desenvolvimento humano. Uma coisa que sempre sugiro para as organizações é a formação de multiplicadores internos. Por mais que hoje tenhamos recursos gratuitos, é necessário que a aparendizagem seja feita de maneira estruturada, senão será tempo perdido. Por fim, estimular os colaboradores para a busca de conhecimento é um papel do gestor e do RH. Ex.: qualquer uma pessoa pode abrir o Yotubue e aprender a fazer um dashboard de excel em apenas 2h de vídeo, mas quantas pessoas fdazem isso?

No mundo corporativo os números falam por si só. Eu ouvi isso de uma gestora (incrível, por sinal) que me apresentou a realidade do mundo corporativo, os número. Para mensurar o treinamento é possível realizar uma auto avaliação no começo e final do treinamento, para entender como o conteúdo foi absorvido. Disponibilizar uma pesquisa de satisfação com o treinamento em formato NPS para saber os pontos fortes e os pontos de melhoria. E também fazer um acompanhamento 'on the job', para saber se realmente o conteúdo agrega valor. Os números são poderosos e inquestionáveis, portanto saber usá-los com inteligência é um fator para conseguir recursos que antes eram negados.

Don't underestimate the power of a quick email / text acknowledging someone's work, effort, etc. (The schedule send feature is a great way to make sure that notes are sent on a regular basis.) GIFs and images can make it fun. I also love using a meme generator to personalize the kudos.

As informações mudam, o mundo muda, tudo se altera e melhora (ou não). Saber disso faz com que o conhecimento do instrutor esteja sempre em busca de atualização. Para que o treinamento seja interessante e gere desejo, precisa ser atual e conversar com a realidade do mundo.

As a trainer we're expected to be SMEs in the topics we're training, but a part of being an expert is being open to developing yourself and acknowledging no material is perfect forever. Actively seeking feedback on the training material, researching new information, and following up on audience retention and/or success rates helps show that you're invested in the impact of your training outside of just its successful delivery. Revisiting your testing/knowledge application materials after some time helps you see the content with fresh eyes to better catch any clarity or quality problems.

Job culture has changed; loyalty and showing up early no longer guarantee pension or a raise. This culture shift affects team building in a number of ways, but let's focus on the construction of a team. 1. Structure & knowledge saving save your program. If you cannot count on longevity, count on systems of practice. What knowledge-saving processes can you implement to build the knowledge of the program, knowing that your interns leave in 6-12mo & that your jr associates will leave in 1-3yrs w/out promotion. 2. Assume a valuable player is stacking their deck with school & other opportunities. No intern is 100% productive 40hrs/wk. For the same cost as 2 FT interns invest more in 4 PT interns & harvest higher productivity and contribution.

Internal mentors within the workplace are one of the best ways to coaching, advice, and influence emerging leaders in the organization. Mentors can enable self-reflection, awareness. If the mentor is in a senior leadership position, then the emerging leader might like to emulate their style of communication, ability to handle change, performance manage other employees. We all have a unique style, but it's a great exposure if you are guided by good leaders who are positive and has a growth mindset.