Help co-workers and staff learn things
Learning things can be one of the most challenging things for an IT manager to remember. Not necessarily remembering things like “Hey I should learn how to…” fill in the blank with your latest adventure in knowledge, but learning as a tool to help yourself and those you work with grow and provide better value to themselves and the organization.
I have found that learning takes a good amount of focus and determination which can be present in varying degrees depending on the subject matter, the cost of the training, and a myriad of other reasons. Training will take you only so far. The manual or book that you can use to understand a concept or discuss material in a classroom cannot present too many real world scenarios that will determine if the student has understood the material.
Be sure to provide opportunities
Because of the daily changes in technology it is important to ensure that those on your staff with any desire to learn something, no matter how small in the grand scheme of things, have the chance to learn their chosen technology.
For example, when a member of your team suggests a training class in SQL queries to help them better understand how to retrieve information from the database, you as a manager need to work with this person to determine their interest level in the subject and to find out where this will benefit both the company and the individual.
Working with those members of your team who show definite interest in learning can show other employees on the team that learning is a positive experience. The goal with learning isnt to force employees to learn things that are of no interest to them. Doing this may reach the goal of completion of a project, which is necessary, but may ultimately be a waste of time and money if the employee doesn’t take enough interest in the subject to continue using the knowledge.
Try not to confuse training and learning
It is true that users or IT staff members are likely to learn something when they attend a training class. Usually something new comes out of any attempt to learn. However this does not always have to be the case. Think of a time when you were watching television and something you may not have known was presented to you; how to prepare a meal or desert perhaps. Now think of the last training session you attended. Were there some parts of the class that felt as though they were necessary and no new information was presented?
It is far easier to train for something than it is to learn it, however the two are not mutually exclusive. I liken training to the vehicle for learning. If you attend a seminar or training class on a topic, there is a good chance that you might come away having learned something. If you as a manager provide ample opportunities for learning and the training to facilitate that learning, your staff and co-workers will thank you for it.
Follow up
After an employee has learned a new skill, help them put it into practice. You do not need to test them, but provide them projects that will showcase the skills they learned. This will help to keep them from losing the skills they have learned.
Keeping a steady flow of new knowledge accessible to those in your organization who want it can be quite rewarding all the way around. It may bring new opportunities for employees to move between positions or just bring out the best in someone because a manager within their organization listened to their needs to get some training and additional knowledge. This can grow your employees respect for you as a manager and add value to your organization.
