What are the best practices for designing a team learning and development plan template?

Here are some best practices ☀️Align with Organizational Goals ☀️Prioritize Development Areas ☀️Encourage Continuous Learning ☀️Review and Update Regularly

Developing a skills matrix based on the role each team member has is the first step. Have each team member self-assess and then reconcile differences between team member self-assessment and team leader assessment of the team member. Also have the team participate in a skills assessment for the collective team. Have the team discuss and decide which skills they need to develop as first priority based on the portfolio they are managing and do the same for individuals. In this way, you can put plans in place to upskill individuals and the team collectively.

Assess your team's current and desired state to design an effective learning and development plan. Analyze the gap between current capabilities and the skills needed to meet project objectives. Use methods like surveys, interviews, observations, feedback, or performance reviews. Cover both technical and soft skills, and consider learning preferences and styles of team members.

Establish a set of minimum deliverables for each stage of the project so that PMs clearly know what they need to complete in order to demonstrate appropriate project leadership. These can range from a project charter, to risk assessments, to change management plan. Check for understanding on how they use the deliverables for effective project management in 1:1s.

Define your team's learning outcomes and indicators. Learning outcomes are specific, measurable, and achievable results that team members should achieve after their learning activities. Learning indicators are the criteria used to measure and evaluate the progress and impact of the learning. Align these outcomes and indicators with project goals and the competencies and standards of your organization or industry.

This doesn't work well for start-ups where resources are stretched too thin. But if that isn't the situation, in my experience, having the team create their own training resources is a great way to get engagement and allow them to give input on the types of resources that will enable them to learn effectively. My teams have used case studies and video meetings, peppered with surveys and fun icebreakers, for training delivery to give project managers the opportunity to apply the use of tools, methodologies, change management, etc. to real world situations.

Choose your team's learning methods and resources. Learning methods include workshops, webinars, coaching, mentoring, e-learning, or self-directed learning. Learning resources encompass manuals, guides, videos, podcasts, articles, or online platforms. Consider the availability, accessibility, cost, quality, and relevance of these methods and resources, as well as the diversity and needs of your team members.

Plan your team's learning schedule and budget. The learning schedule outlines when, where, how long, and how often learning activities will take place. The learning budget covers the costs for fees, materials, travel, or incentives. Balance the schedule and budget with your project timeline and budget, considering the availability and workload of your team members.

Totally agreed. Learning and development extend beyond mere topic sessions or certifications; it involves evaluating the session's impact to gauge real development through learning. L&D should consistently begin by questioning the purpose first. Is my goal solely to fulfill a training requirement on my Key Result Area (KRA), or is it genuinely to evaluate, strategize, and oversee the impact of those sessions?

Implement and monitor your team's learning plan. Execute learning activities according to your schedule and budget, and track progress and performance. Communicate regularly with team members about their learning expectations, responsibilities, and feedback. Use tools like checklists, quizzes, surveys, reports, or dashboards to monitor and record learning outcomes.

Design an effective team learning and development plan template by aligning goals with organizational objectives. In the energy sector, tailor training to industry trends and emerging technologies. Include skill assessments, personalized learning paths, and measurable outcomes. Encourage peer collaboration and knowledge sharing. Regularly review and update the template to adapt to evolving needs. For instance, in renewable energy projects, incorporate training on the latest sustainable practices. A well-crafted template ensures continuous skill enhancement and supports team growth in the dynamic energy landscape.