Healthy team growth begins with knowledge, self-awareness, camaraderie, and shared values.
Once you begin to truly know your teammates – what drives their lifestyle and priorities, what affects them inside and outside the office, what they value – you will start to feel a natural interest in the things that help them grow as leaders and people.
Understanding how your colleagues and employees learn is one of the most important aspects of fostering that growth. By nurturing their unique learning process, you will help your people change and improve communication, reach their full potential, and foster better teamwork for greater effectiveness and efficiency.
Below are a series of questions to kick-start some intentional reflection about how you can help your co-workers, employees, and teammates grow. If you put in the effort, these questions will identify how you can best contribute to their growth while making you a more effective leader and teammate on their journey to greater personal and professional development.
How do they learn?
Does your teammate learn by speaking, reading, listening, or experiencing/doing? This is crucial. Everyone processes knowledge differently, and those who insist on people “learning it the right way” will ultimately stunt their employees’ growth and potential. But if you invest in helping your people figure out how they become their best, you’ll gain their respect and dedication because they’ll know you are “for them.”
When do they learn best?
Some people need time to process and may learn best through reading and extended analysis, which requires the time and space to do it. Others need to be able to speak their mind, brainstorm, and try out their grasp of the knowledge by learning in the midst of teams or groups. Give your people the grace to learn when and how they need to, then watch them thrive.
What do they need to learn?
We all need to learn new things every day. No one will ever know enough to justify the cost of becoming complacent with knowledge. What do your teammates or employees need to learn? Are they focusing too much on their strengths, when they need to become more well-rounded or knowledgeable in other areas of your business? Or maybe they think they know more than they do, and could benefit from the wisdom of experience and how to read various situations? Whatever it is, never stop considering where your people are in their expertise and which knowledge gaps have persisted, grown, or recently formed. If you stay on top their growth trajectory, then you can work to close those gaps by leveraging when and how they learn best.
Are they teachable?
This is perhaps the most important question of all. We know that no one is perfect and everyone has room for improvement, so teachability is crucial to constantly raising your potential and contributing to the team. It also indicates humility and an ability to get along with and learn from others, particularly those who think, act, speak, or have different experiences than they do. Since we all need to learn something the question to each of us is this – are we teachable? To be teachable is to be willing to take advice and to change or improve the areas that need to grow. Consequently, a teachable spirit is one of the most vital strengths we have – it’s how we continue to become the best versions of ourselves each and every day.
Choose to be “for others”
When you help someone learn, you help them grow. Choosing to contribute to someone else’s growth pays dividends of joy, health, and productivity for all those involved.
So take some time this week to be “for others” and consider how you can help them become the best version of themselves – I promise you won’t regret it!
This was originally posted by GiANT Worldwide and I wanted to share it here as well. If you’re interested in learning more about how you can better understand the way your teammates learn and grow, I’m happy to schedule a meeting to discuss. Just click the contact button and let me know!