Now more than ever, a connected team is a powerful driving force for any business.
The past few years have shown us that while remote and hybrid work models offer many advantages, they can also present challenges. Physical distance and a dependence on digital tools for communication can weaken team cohesion and disrupt human connection. This has a knock-on effect that usually leads to decreased productivity and performance.
But when managers are equipped to develop a safe hybrid environment where colleagues feel at ease contributing, learning, and failing, it establishes a culture of trust and accountability that boosts engagement across the organization.
Maintaining a common vision, shared reality, and sense of purpose
It’s critical to help your managers foster team connections and cultivate a culture of teamwork. To do this effectively, your managers should know how to:
Nurture high-performing teams: By identifying skill gaps within their teams and helping colleagues develop the right human skills and behaviors for their roles, your managers will be the impetus for collaboration, curiosity, and belonging.
Influence and guide colleagues: Your middle managers wear many hats, from internal lobbyist and coalition builder to motivator and operational leader. Equipped with the right skills, they can lead their teams towards high performance, innovation and growth.
Create a climate of psychological safety: It can be a challenge to establish trust among team members, especially with hybrid and remote work models. Managers who know how to foment trust and accountability can drive collaboration and teamwork by creating a safe environment.
Enable a virtuous circle of productivity: Managers should empower team members to continually develop human skills that increase performance, change behavior and ignite collaborative learning. By kick-starting change, they can deliver results long term.
Encourage new ideas, curiosity and dissent: Team members who know how to collaborate effectively are comfortable asking questions, acknowledging different opinions, and moving forward as one team, which leads to increased business performance and impact.
Now that we’ve established that connected teams drive growth, it’s time to look at the equally important connection between employees and their learning experiences.
Building seamless learning environments for your administrators and employees is the only way to ensure that you’re providing the best experience possible within your ecosystem. The key is integration.
But how can you be sure you’re getting it right? Here are a few tips:
Curate the most relevant programs: Leverage the power of technology to contextualize content libraries to your target audiences. Build and distribute your own learning programs and incorporate third-party content libraries into your existing environment for a well-rounded approach.
Provide seamless access to your learners: Your employees should have easy and direct access to learning content. Synchronize your learners’ data across multiple systems and index your 3rd party content libraries so that users can authenticate into 3rd party technologies without any log-in required.
Measure the impact of your learning strategy: It is critical that your reporting workspace allows you to leverage data analytics and build and monitor your own KPIs. You want to manage your learners, your training courses and your publishers, and push or pull the data you need on usage and progress by making it available to or from your third-party systems.
At CrossKnowledge, we can help simplify your complex learning environment
Combining multiple platforms, HRIS systems, and content libraries from external providers is easy with our deep technological expertise.
By understanding your digital ecosystem and examining your end user journeys, our Integration Consultants can provide an end-to-end solution to create and distribute content seamlessly within your ecosystem.
We also offer a comprehensive set of over 50 API endpoints to automate most operations on the CrossKnowledge Learning Suite, allowing administrators to manage learners, training courses and publishers from any other platform.