Making the most of a learning experience – the team leader
3 min read
The team leader has a pivotal role in supporting staff to embed new skills and knowledge gained from a learning activity.
Before the learning event
Encourage staff to participate in learning activities that promote personal development, career progression and/or improved performance.
With the learner, discuss the aims, objectives and expected outcomes of the learning activity and how these apply to their role and your organisation's priorities.
Agree on how any new knowledge, skills or behaviours can be used in the workplace.
Support the learner to document their personal learning objectives and expected outcomes in a Personal Learning Action Plan.
On the day
Schedule roster and job tasks so the learner is free from workplace interruptions when they participate in the learning activity.
After the learning event
Allocate time to review the learning activity with staff on the day they return to work. This includes helping the person to review what was covered in the session, reflect on what they learned and understand what needs reinforcing.
Establish what support is needed to implement the Personal Learning Action Plan. Consider options and opportunities for the learner to apply, practice and reinforce their learning. For example, coaching, shadowing, mentoring.
Talk with the person about opportunities and constraints (real or perceived) for the application of knowledge and skills. Develop strategies to mitigate these while encouraging and motivating staff to try new ways of doing things.
Agree on the parameters of formal and informal feedback and practical support for the duration of the Personal Learning Action Plan.
Make sure resources, equipment and time are available to support the person’s Personal Learning Action Plan.
Regularly review progress with the person to understand what has changed, and what else needs to happen to support the change.
Develop and implement strategies to validate the achievement and application of new skills or knowledge. You could do this through direct or indirect observation, peer review, feedback mechanisms or interview/discussion.
And remember to
Encourage staff to share what they have learned with colleagues formally and informally. Team meetings are a good place for this.
Acknowledge and celebrate the achievement of the person’s learning objectives.