Continuous learning and training have become essential for personal and professional development. A current white paper shows how companies with the right skills can make better use of their own potential.
Leadership (or management) does not necessarily mean leadership. However, both are important, especially in times of change. This also applies to banks and savings banks. Studies on current trends and developments in this important area can be found in the bank blog.
Both companies and athletes face similar challenges to achieve excellence and remain competitive. In sport, this requires continuous training of technique, strength, condition and mental strength. Likewise, companies must invest in the development of their employees in order to have the right skills in the team at the right time in order to adapt to rapidly changing market conditions and remain efficient throughout.
In a time of accelerating change, the challenges have become even greater. Lifelong learning should therefore be nothing new for companies and their employees.
Learn from athletes
The importance of qualification is highlighted in a Staufen Academy white paper. Inspired by the sports world, the white paper presents a development path that makes it possible to increase the performance of employees and managers individually while at the same time developing the organization as a whole. It highlights how professional development programs can help employees reach their full potential while keeping the organization future-proof.
Three levers for effective qualification
The white paper presents three levers that make for effective qualification:
- GROW means continuously developing personal and professional skills.
- PERFORM stands for stable performance and goal achievement.
- TRANSFORM describes the need to constantly adapt to changes in the market and the world of work.
The role of leaders
In view of the rapid pace of technological change, school and professional training alone is no longer sufficient. Employees have to learn on individual development paths, to develop further, to provide their performance in a stable manner and to adapt to constant changes.
Managers in the company play a special role here. As people who know their employees best, they can promote them in a targeted manner. Similar to good trainers, they provide impulses and support their employees in recognizing their performance limits and improving them.
At the same time, managers should not lose sight of their own development path. It is essential that they start with themselves and adapt their behavior, especially with regard to communication and conflict management.
culture of continuous learning
An established culture of continuous learning as part of strategic human resources development ultimately benefits the entire organization. Through active knowledge management within their own ranks, companies can help to bind specialists more closely to the company.
The qualification of the employees creates attractive future prospects within the company and makes it clear to them that they make a significant contribution to the overall success. In this way, companies can also counteract the shortage of skilled workers.
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2023-09-07 22:24:55
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