Training and Learning
The key success factor to any software company is to have a high performing team of individuals who are passionate and knowledgeable about their professions. To establish such a team, managers must focus on the training and learning of individuals on the teams. Good managers always advocate for trainings and obtain appropriate budget to support team development.
The software industry is constantly changing so it is critical to keep developers up to date on their skills. Continuous training encourages an awareness of industry trends, provides a focus on high quality, inspires personal growth, and advances the knowledge of developers. Software managers must establish a continuous learning mindset for teams, and more importantly instill a lifelong learning attitude for every individual. Of course, it is up to each individual to take responsibility for their professional development but it is important for managers to offer learning opportunities whenever possible to accommodate learning styles of individuals. There are several learning opportunities such as:
Special skill training courses offer good learning opportunities but it usually comes with high costs. It is important for manager to be selective when choosing training courses and they must choose courses with learning outcomes that are aligned with the team’s goals and the skill needs of team members. It is also important to focus on courses that emphasizes hands on, practical learning as the retention rate will be much higher.
Certification programs are another valuable learning opportunity. There are numerous certification programs to choose from but the value has been a highly debated topic in software industry. There are many “bogus” training organizations with easy to obtain certifications, either by quick reviews to ensure developers will pass required tests or for a fee, developers can buy certificates without even learning anything. As with all learning opportunities, when considering a certification programs, managers need to check the learning goals and assess how effectively the program will assist their teams in meeting those needs before enrolling.
Technical conferences are excellent learning opportunities. Many provide a range of workshops, tutorials, presentations and keynote speakers. Depending on the conference, you may want to send a few people to attend and take notes so they can come back and share with the team.
There are also many sources that can provide significant technical knowledge. Books, magazines, blogs and forums are great resources. With so many on the internet, it can be helpful for managers to get recommendations on which websites has the most value. Managers should select few websites that are appeal to the company and encourage the team to read them on a weekly basis and discuss what they have learned with their teams as another learning opportunity.
Leveraging the knowledge and skills of your technical team is another option. Manager should promote learning sessions where a senior team member can provide training opportunities for the team or encourage “cross training” between team members where they share their specialized skills with each others.
It is important for managers to understand the company’s skill needs. Before apply any new concept, method, approach, managers must identify pilot projects to incorporate them on a “trial basis” before adopt them for the company. Managers should also act as teachers, coaches, or mentors to share their knowledge, skills and passion for their team members because enthusiasm is energy that easily spreads from one person to the next.
Sources
- Blogs of Prof. John Vu, Carnegie Mellon University
