Collaborative Skill Enhancement Workshops

This week, I facilitated a manager workshop on how to grow and develop people and teams. One question sparked a great conversation: “How do you develop your people outside of formal programs?” It’s a great question. IMO, one of the highest leverage actions a leader can take is making small, but consistent actions to develop their people. While formal learning experiences absolutely a role, there are far more opportunities for growth outside of structured settings from an hours in the day perspective. Helping leaders recognize and embrace this is a major opportunity. I introduced the idea of Practices of Development (PODs) aka small, intentional activities integrated into everyday work that help employees build skills, flex new muscles, and increase their impact. Here are a few examples we discussed: 🌟 Paired Programming: Borrowed from software engineering, this involves pairing an employee with a peer to take on a new task—helping them ramp up quickly, cross-train, or learn by doing. 🌟 Learning Logs: Have team members track what they’re working on, learning, and questioning to encourage reflection. 🌟 Bullpen Sessions: Bring similar roles together for feedback, idea sharing, and collaborative problem-solving, where everyone both A) shares a deliverable they are working on, and B) gets feedback and suggestions for improvement 🌟 Each 1 Teach 1:  Give everyone a chance to teach one work-related skill or insight to the team. 🌟 I Do, We Do, You Do:Adapted from education, this scaffolding approach lets you model a task, then do it together, then hand it off. A simple and effective way to build confidence and skill. 🌟 Back Pocket Ideas:  During strategy/scoping work sessions, ask employees to submit ideas for initiatives tied to a customer problem or personal interest. Select the strongest ones and incorporate them into their role. These are a few examples that have worked well. If you’ve found creative ways to build development opportunities into your employees day to day work, I’d love to hear what’s worked for you!

If you are overlooking ERGs as mere social groups, you are making a big mistake. Here's how to capitalize on them. ERGs are more than just a platform for community building. They are a pivotal part of professional development strategies. At Chezie, we've seen companies leverage ERGs to transform how they support and uplift diverse talent. Here's how you can too: → 𝟏/ 𝐄𝐦𝐩𝐨𝐰𝐞𝐫𝐢𝐧𝐠 𝐓𝐡𝐫𝐨𝐮𝐠𝐡 𝐄𝐝𝐮𝐜𝐚𝐭𝐢𝐨𝐧: • 𝐖𝐡𝐲: ERGs are crucial in facilitating continuous learning and professional upskilling, tapping into the latest industry trends and expert insights. • 𝐇𝐨𝐰: Organize workshops, seminars, and conferences focused on the group's interest areas to provide members with rich educational content. • 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: An ERG could host a monthly webinar series featuring industry leaders discussing emerging technologies. → 𝟐/ 𝐒𝐤𝐢𝐥𝐥 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧: • 𝐖𝐡𝐲: ERGs foster a collaborative environment that enhances individual and collective competencies, crucial for career progression. • 𝐇𝐨𝐰: Encourage members to engage in collaborative projects and skills-based workshops that address relevant professional needs. • 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: A joint project could involve members from different departments working together to develop a new software tool, followed by a workshop on how to use it effectively. → 𝟑/ 𝐍𝐞𝐭𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐚𝐧𝐝 𝐌𝐞𝐧𝐭𝐨𝐫𝐬𝐡𝐢𝐩: • 𝐖𝐡𝐲: Networking within ERGs opens doors to mentorship opportunities and professional collaborations that can accelerate career growth. • 𝐇𝐨𝐰: Facilitate regular networking events and create mentorship programs that match newer employees with seasoned executives within the ERG. • 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: An ERG networking event could feature speed networking sessions that allow members to meet and establish connections quickly. → 𝟒/ 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐚𝐧𝐝 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐈𝐦𝐩𝐫𝐨𝐯𝐞𝐦𝐞𝐧𝐭: • 𝐖𝐡𝐲: Continuous feedback is essential for the adaptation and improvement of ERG strategies, ensuring they meet the evolving needs of their members. • 𝐇𝐨𝐰: Implement robust feedback mechanisms like surveys and focus groups to collect insights on the effectiveness of the ERG initiatives. • 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Conduct a quarterly review session where ERG members can present feedback on past activities and suggest improvements for future initiatives. ERGs are not just support networks, they are strategic assets in professional development. I encourage every professional to engage with or advocate for the establishment of ERGs within their organizations. Share your experiences or thoughts on how ERGs have shaped your professional development or how they could be enhanced.

Want to build a stronger team? Here's what I learned after 10+ years of training. Look, technical skills are great. But soft skills? They're the real game-changer for teamwork and leadership. 🟢 Here are 7 proven strategies that work: 1️⃣ Run regular workshops ➡️ Focus on communication, teamwork, and problem-solving. Your team will thank you. 2️⃣ Use role-playing exercises often ➡️ They're safe spaces to practice tough conversations. Zero risk, massive rewards. 3️⃣ Start mentorship programs ➡️ Pair experienced pros with newer team members. Watch skills transfer naturally. 4️⃣ Create feedback systems ➡️ Regular, constructive feedback drives improvement. Make it a weekly habit. 5️⃣ Schedule team building ➡️ Not just fun activities. Real challenges that require actual collaboration. 6️⃣ Invest in leadership training ➡️ Focus on empathy and motivation. Future managers need this more than you think. 7️⃣ Set soft skills goals ➡️ Make them part of development plans. What gets measured gets done. (The best part?) ✅ Companies implementing these strategies see immediate results: - Improved leadership pipeline - Higher team satisfaction - Better communication - Stronger collaboration - Reduced conflicts Don't wait to start. Pick one strategy today. Hope this helps you build a stronger team. 📌 Share if you found this valuable P.S. Which strategy resonates most with you (1-7)? Let me know in the comments. #skills #employees