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 organisations 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 optimise 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 also 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 organisational behavior suggests that teams comprised of “T-shaped” and “Comb-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. These individuals will also have a greater understanding of how their colleagues work, allowing for more effective collaboration and information sharing. 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, organisations can mitigate the risk of losing critical information when individuals depart. This knowledge retention supports organisational continuity and enables the smooth transfer of expertise from experienced team members to new recruits.
Moreover, when organisations 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 organisations 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 organisational success.
To further explore how to build resilient teams through learning and development, download our eBook, “L&D and the power of change”: https://www.emergn.com/insights/the-power-of-change/.
Emergn will be exhibiting at the World of Learning Exhibition on 10 & 11 October at the NEC, Birmingham! Learn more here.
Author:
Chris is a Senior Consultant with Emergn, focusing on business transformation and learning. His passion for learning and development began in the British Army, where Chris held a range of instructor roles before pursuing a consulting career. Over the last decade he has developed simulation-based learning experiences for agile and digital transformation programs, creating alignment and winning buy-in for transformation agendas. He has developed and delivered training for individuals and teams across a wide range of industries and geographies, and built coaching communities within a number of high performing organisations.
Christopher Gray, Senior Consultant at Emergn
About Emergn
Emergn is a global digital business services firm with a mission to improve the way people and companies work. That starts with developing people through education. We provide context-specific and outcomes-driven education for agility, product management and leadership. Our unique approach provides teams and learners with the frameworks, models, and tools needed to drive lasting, sustainable change to the way they work.