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Learning and development is a crucial element of developing a growth mindset in your employees . It exceeds mandatory learning in the induction phase or the annual compliance training .
Employees must enjoy the learning process and have an involvement in its delivery for it to be enjoyable and effective .
For example , in one of my roles as a manager , I introduced Training Tuesdays . The idea behind this was that in our daily team meeting , the Tuesday morning meeting would be replaced by a 10-minute presentation which would be designed and delivered by a team member . Each would take turns to share best practice , concepts they had learned in their own CPD time or new industry and market insights . They were at liberty to use PowerPoint , a group activity or anything else that would make the session interesting .
My only stipulation was that they had to remain within the 10-minute slot allotted , and at the end there must be a takeaway for everyone in the team to implement . Sometimes they would go the extra mile and prepare post-session handouts .
This stimulated team engagement , and we always had fresh ideas that resulted in us being the highest performing team within our region for six consecutive months , achieving 140 % of our KPIs .
2 . Prioritise career development
In your 1:1 performance reviews and appraisals , don ’ t wait for the employee to underperform before you decide to put them on a PIP . Performance improvement
LEARNING AND DEVELOPMENT IS A CRUCIAL ELEMENT OF DEVELOPING A GROWTH MINDSET IN YOUR EMPLOYEES .
plans should be on-going as part of an employee ’ s commitment to their own professional development .
I always start a review by asking the employee what their career goals are , and how I can best support them achieve that goal as their manager .
We would then collaborate in writing a plan that would incorporate
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