Integrate Learning and Development into your Employees' Workflow
Sarah Auer, MPH, CHES® (she/her/hers)
Program Analyst II
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From: Jessica Arrazola <jarrazola@cste.org>
Sent: Friday, August 19, 2022 4:44 AM
To: Sarah Auer <sauer@cste.org>
Subject: FW: The Management Tip of the Day
________________________________
From: Harvard Business Review <noreply@a.email.hbr.org<mailto:noreply@a.email.hbr.org>>
Sent: Friday, August 19, 2022 4:44:10 AM (UTC-05:00) Eastern Time (US & Canada)
To: Jessica Arrazola <jarrazola@cste.org<mailto:jarrazola@cste.org>>
Subject: The Management Tip of the Day
Integrate Learning and Development into Your Employees’ Workflow. As a manager, one of your biggest responsibilities is to foster your employees’ learning and development. The best way to do that? Make growth an integrated part of their work lives. Try organizing regular “learning meetings” — simply setting aside a small amount of time for your team to learn and discuss a new concept, framework, or skill. A collective, conversational approach to learning is more likely to help your employees retain and apply new information. Next, use little nudges, such as short emails or daily Slack reminders, to reinforce the content of your learning meetings. These messages can encourage your people to use what they’ve learned in real-world situations. Finally, measure progress. This means conducting assessments to understand your employees’ learning experiences, as well as tracking real-time changes in their habits, behaviors, and outputs.
[Management Tip of the Day]<https://t.a.email.hbr.org/r/?id=hb2904894,15ece293,15ece295&e=cDE9P3V0bV9tZWRpdW09ZW1haWwmdXRtX3NvdXJjZT1uZXdzbGV0dGVyX2RhaWx5JnV0bV9jYW1wYWlnbj1tdG9kX2FjdHN1YnMmdXRtX2NvbnRlbnQ9c2lnbmlubnVkZ2U&s=ZlCEnCnE35EDzmmQJFTFwBkRs_4zrg8Ch5w2RjHB8hY>
Today’s Tip
Integrate Learning and Development into Your Employees’ Workflow
As a manager, one of your biggest responsibilities is to foster your employees’ learning and development. The best way to do that? Make growth an integrated part of their work lives. Try organizing regular “learning meetings” — simply setting aside a small amount of time for your team to learn and discuss a new concept, framework, or skill. A collective, conversational approach to learning is more likely to help your employees retain and apply new information. Next, use little nudges, such as short emails or daily Slack reminders, to reinforce the content of your learning meetings. These messages can encourage your people to use what they’ve learned in real-world situations. Finally, measure progress. This means conducting assessments to understand your employees’ learning experiences, as well as tracking real-time changes in their habits, behaviors, and outputs.
This tip is adapted from “Build Learning into Your Employees’ Workflow<https://hbr.org/2022/07/build-learning-into-your-employees-workflow?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge,”> by Bruce C. Rudy
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From: Jessica Arrazola <jarrazola@cste.org>
Sent: Friday, August 19, 2022 4:44 AM
To: Sarah Auer <sauer@cste.org>
Subject: FW: The Management Tip of the Day
________________________________
From: Harvard Business Review <noreply@a.email.hbr.org<mailto:noreply@a.email.hbr.org>>
Sent: Friday, August 19, 2022 4:44:10 AM (UTC-05:00) Eastern Time (US & Canada)
To: Jessica Arrazola <jarrazola@cste.org<mailto:jarrazola@cste.org>>
Subject: The Management Tip of the Day
Integrate Learning and Development into Your Employees’ Workflow. As a manager, one of your biggest responsibilities is to foster your employees’ learning and development. The best way to do that? Make growth an integrated part of their work lives. Try organizing regular “learning meetings” — simply setting aside a small amount of time for your team to learn and discuss a new concept, framework, or skill. A collective, conversational approach to learning is more likely to help your employees retain and apply new information. Next, use little nudges, such as short emails or daily Slack reminders, to reinforce the content of your learning meetings. These messages can encourage your people to use what they’ve learned in real-world situations. Finally, measure progress. This means conducting assessments to understand your employees’ learning experiences, as well as tracking real-time changes in their habits, behaviors, and outputs.
[Management Tip of the Day]<https://t.a.email.hbr.org/r/?id=hb2904894,15ece293,15ece295&e=cDE9P3V0bV9tZWRpdW09ZW1haWwmdXRtX3NvdXJjZT1uZXdzbGV0dGVyX2RhaWx5JnV0bV9jYW1wYWlnbj1tdG9kX2FjdHN1YnMmdXRtX2NvbnRlbnQ9c2lnbmlubnVkZ2U&s=ZlCEnCnE35EDzmmQJFTFwBkRs_4zrg8Ch5w2RjHB8hY>
Today’s Tip
Integrate Learning and Development into Your Employees’ Workflow
As a manager, one of your biggest responsibilities is to foster your employees’ learning and development. The best way to do that? Make growth an integrated part of their work lives. Try organizing regular “learning meetings” — simply setting aside a small amount of time for your team to learn and discuss a new concept, framework, or skill. A collective, conversational approach to learning is more likely to help your employees retain and apply new information. Next, use little nudges, such as short emails or daily Slack reminders, to reinforce the content of your learning meetings. These messages can encourage your people to use what they’ve learned in real-world situations. Finally, measure progress. This means conducting assessments to understand your employees’ learning experiences, as well as tracking real-time changes in their habits, behaviors, and outputs.
This tip is adapted from “Build Learning into Your Employees’ Workflow<https://hbr.org/2022/07/build-learning-into-your-employees-workflow?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge,”> by Bruce C. Rudy
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How to Get Your Team on Board with a Major Change <https://hbr.org/2022/08/how-to-get-your-team-on-board-with-a-major-change?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
by Deborah Rowland, Nicole Brauckmann, and Michael Thorley
Four strategies for leaders.
Read more <https://hbr.org/2022/08/how-to-get-your-team-on-board-with-a-major-change?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
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