Why this matters
Teams who learn together, perform together. In particular in our VUCA world of breakneck speed in technology, continuous learning is paramount! This is why we measure learning in the dashboard, so that we can be sure team members learn both individually and as a group.
Because of years of HumanDebt™, many professionals feel they aren’t entitled to “waste time” learning with the exception of the knowledge acquisition needed for a specific project, and this impression needs correcting at the team level. Learning is not only useful but fun, bonding, keeps people challenged and gives them a sense of flow that is paramount to the wellbeing of the team.
This human intervention is designed to stimulate the appetite for learning of the entire team.
How to run it
- 1
Start by reaffirming the permission and need for continuous learning
- 2
Bring in examples of what other companies do to stimulate learning - from Google’s 20% “side projects” to Novartis’ rewards system for any demonstrable time for learning (search for more examples)
- 3
Explain that from hereon there will be a round of “What are you learning this week?” at the beginning of every weekly check-in and that answers can range from courses to books to documentaries or conversations - any source of new knowledge
- 4
Ask everyone to spend 5 minutes creating a “Learning wish-list” and then share the results
- 5
Describe the concept of DOJO and its story of origination at Target - send [this link](https://www.youtube.com/watch?v=_H9aLH9W420) to Travis Klinker’s presentation of it in the email invite
- 6
“Our DOJO’s” exercise - Brainstorm for how DOJOs would work in your company, people from what teams could come together to what end?
- 7
Choose a goal for Team Learning - be it a type of technology or a POC that the enterprise hasn’t asked for but would be challenging - something you can all learn from and set it as a proportion of your next period or sprint;
- 8
Ask every team member to learn mindfully - observe how they feel while they do it and after they do it. Is it challenging enough? Have they been “in flow”? Do they feel like they have grown or upskilled? Do they feel like they were creating value?
What next
Ensure the weekly “what are you learning this week” question becomes habit.