Teams that are intentional about learning see good scores for this aspect of their culture. Feeling great about the opportunities you have to learn leads to levels of interest and enthusiasm for your job to go up!
Have a think about the work you do over a week or month. What scope is there in your role to find novelty. When do you feel newness in the work you do?
Once you answer this questions as an individual, discuss as a team how opportunities for novelty are distributed across you all. How can you alter things in your team so more of you have more opportunities to learn through the work that you do?
There are lots of different kinds of learning.
We learn things through formal training and we learn informally, by looking around and watching how other people do things. Sometimes we're keen to broaden what we know. Other times we seek to deepen what we know.
Have a think about the sorts of learning opportunities you get and those you would like more of. What sorts of activites take you to your comfortable edge? Which conversations are mind-expanding? Which work experiences are deepening?
It's worth knowing that informal learning opportunities are often easier and quicker to organize - they're often about spending time with other teams and colleagues, as well as exchanging knowledge and experience internally. So figure out what and how you'd like to learn and go make it happen!
Is there anything getting in the way of you learning more? Write down everything that feels like a blocker and talk about them as a team.
Talk about how to create a team environment more supportive of learning. What will this take – e.g., time, budgets, role variety?
Set aside 30 minutes in the calendar every two weeks to come together to learn something new.
Think of it a bit like a book club:
Notice how it feels to step back and consider your work against a broader canvas of ideas, rather than just focusing on your "to-day lists".