It’s no secret that the way teams operate is changing. So, it should be no surprise that the way they learn is changing, too.
Remote work, virtual teams, and ever-present uncertainty have necessitated a shift in how teams learn and grow. Learning and Development (L&D) practices that incorporate upskilling teams as cohesive units rather than individuals alone enable their organizations to harness the combined/shared intelligence and capabilities of their teams, creating a more efficient and adaptable, and ultimately more productive workforce.
Upskilling teams for enhanced performance
Individual training, while valuable, should be viewed within the broader context of team performance. By upskilling teams, L&D professionals can optimize the collective potential of each individual to create a high-performing team dynamic. This approach ensures that team members not only excel independently but also possess the necessary skills and knowledge to collaborate effectively, communicate efficiently, and achieve shared goals. One thing to remember is that we deliver work as a team, so it is important to consider how upskilling impacts the flow of work for the rest of the team.
In a knowledge economy where work is complex, work undertaken in groups is more efficiently completed than work undertaken by individuals. Learning or advancing new ideas and skills creates a common language and approach to work that enhances productivity and encourages teams to set bigger goals. Team-focused training not only enhances performance but creates synergy within the group and fosters a sense of cohesion, trust, and accountability.
The importance of team capabilities
Team capabilities are crucial in today’s work landscape. Building cross-functional and complementary skillsets helps team members share and distribute workload alleviating the burden on any single individual, reducing the risk of burnout, and ensuring sustained productivity.
The latest thinking on organizational behavior suggests that teams comprised of “T-shaped” and “M-shaped” individuals, who possess deep expertise in specific areas while also having a broad understanding of related disciplines, are more resilient and efficient than generalists. A broader diversity of skills and expertise allows teams to adapt quickly to changing demands and find innovative solutions to complex problems.
In addition, developing team capabilities helps prevent knowledge loss when employees leave the company. By ensuring that knowledge is distributed and shared across the team, organizations can mitigate the risk of losing critical information when individuals depart. This knowledge retention supports organizational continuity and enables the smooth transfer of expertise from experienced team members to new recruits.
Moreover, when organizations embrace team-based learning strategies, they can truly tap into the collective knowledge and experience of the entire team. This approach not only enhances team performance but also contributes to the growth and development of individual team members, fostering a culture of continuous learning and improvement.
How to build resilient teams through learning and development
In today’s dynamic work environment, it is crucial for organizations to adapt their learning and development strategies to unlock the full potential of their teams. Group learning goes hand-in-hand with a growth mindset needed to cultivate resilient employees and build high-performing teams. As the workplace continues to evolve, embracing team-centric learning approaches will be instrumental in driving organizational success.
To explore how you can build resilient teams through learning and development, please register for “Fostering Resiliency and Driving Team Performance – Tactics for Your L&D Strategy,” our upcoming webinar in partnership with HRD Connect. I’ll delve deeper into learning strategies and share actionable insights to build agile, resilient, and high-performing teams. Register here.