It’s not an overstatement to say that a Learning and Development team serves as the cultural beacon for learning within our organizations. If we aren’t actively engaged in personal and professional development, knowledge sharing, and experimentation, our efforts to promote these into the broader company will lack authenticity and effectiveness. It’s about leading by example. This internal learning not only improves our individual capabilities but also fosters a deeper understanding of the learner experience, making us more empathetic and effective designers and facilitators of learning for others. I’ve had the opportunity to partner with many organizations while at Ingenuiti, and it’s been inspiring to see the effective internal learning strategies they’ve employed. I’ve also been fortunate to participate firsthand in the strong learning culture here at Ingenuiti.
Here’s what I’ve observed over the years. Focusing on the following three key areas fosters a culture of growth, knowledge, and sets the example for the rest of the organization.
Focus on Personal and Professional Development
As L&D professionals, if we are not actively engaged in our own learning journeys, how can we genuinely inspire and guide others? An L&D team that does not prioritize its own development risks becoming stagnant and ineffective, losing the trust and respect needed to lead organization-wide learning initiatives. To cultivate true expertise, each member of our L&D team must embark on a personalized professional development journey. This involves charting individual learning objectives, desired outcomes, and identifying the specific resources and timelines needed to reach those goals. This is not a random assortment of workshops but rather a strategic, tailored plan co-created with leadership. Organizations should allocate dedicated budgets for their growth. This could fund advanced degrees, certifications, or specialized training.
Learning is most powerful when we put it into action. Likewise, our L&D teams should consistently apply their newly acquired skills in practical settings. This could involve providing opportunities to lead new projects, mentor junior colleagues, or take on challenging assignments. Such experiential learning transforms abstract concepts into concrete abilities, solidifying understanding.
As team leaders, we must also be included in the development loop. L&D team members need feedback on their coaching and developmental strategies. This input, gathered from team members, peers, and even through 360-degree reviews, allows team members to refine their approach and continually improve their effectiveness. This holistic approach ensures that personal and professional development is not an isolated initiative, but rather an integral part of our L&D team’s daily operations, propelling both individuals and the organization toward continuous growth and innovation.
Prioritize Sharing Knowledge
Prioritizing knowledge sharing and teamwork is also crucial for our success. This includes establishing structured knowledge repositories like wikis or shared drives to document and share best practices, templates, research findings, and lessons learned. Consider adding ratings or comments as well. It’s always fun to read what other team members thought of the resource. Regular “lunch and learn” sessions where we present on new tools, interesting articles, or challenges can also be highly effective. Finally, encouraging cross-functional collaboration on projects involving different areas of expertise organically fosters knowledge exchange and strengthens our team’s overall capabilities.
Embrace a Continuous Learning Mindset
To cultivate a continuous learning mindset within our L&D team, we recommend several strategies. First, we should allocate dedicated “learning time” for our team’s personal development, perhaps an hour weekly for reading, technology exploration, or webinars. Another idea is to organize dedicated innovation and creation time to collaboratively experiment with new technologies and methodologies, encouraging innovation and rapid prototyping. Curating personalized learning pathways based on individual Professional Development Plans (PDPs) and industry trends, rather than simply providing resource lists. Obviously, this takes time and is certainly not the sole responsibility of the L&D leader, but simply forwarding on resources creates more “noise” in an already information-filled industry. Finally, encouraging external network building by connecting with L&D professionals outside your organization through LinkedIn groups, associations, or informal meetings can provide valuable insights and benchmarking opportunities.
What is the Value?
Investing in your team benefits the entire organization. Their growth leads to better programs, increased innovation, and greater credibility, fostering a true learning culture. This boosts employee engagement and retention by supporting their growth, ultimately transforming the organization through learning.
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