How to create learning + development goals for employees

We all have our own “to-do” list routines.

Some employees take the old-fashioned sticky-note route. Other employees use productivity apps and software like Google Tasks or Asana. Whatever tools they use, often things on the “to-do” list on Monday remain there on Friday due to surprise tasks that pop up mid-week. 

Employees are constantly working on their to-do lists, but how many employees are working on the learning and development goals?

Before we get any further, let’s define a “to-learn” list so we’re on the same page. Instead of jotting down a long list of tasks you need to do, a to-learn list is an evolving list of the things you want to learn. To-learn lists focus on your interests and maybe weaknesses you want to overcome, and they always have actionable items associated with each item. They should tie back to your underlying “why” – your passion or purpose in life. 

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Help your employees create their to-learn lists by asking them what they want to learn.

Provide employees with examples when you ask them what they want to learn. Here are a few to start with:

• How to ask better questions.
• Technologies related to space travel.
• Public speaking tips.
• How to negotiate better.

Now, ask your employees how they want to learn each about each topic they identified.

• I will learn how to ask better questions by listening to great podcast hosts, and observe how they get the most from a conversation. 
• I will learn technologies related to space travel by exploring the SpaceX website. I will also set up an informal conversation with a PhD student to understand the safety of space travel.
• I will learn public speaking tips by practicing public speaking. I will work to get out of my comfort zone and take on more presentation opportunities at work.
• I will learn to negotiate better by reading the book Getting to yes. I will also watch the Waco documentary on Netflix.

Learning + development goals should include a mix of personal and professional.

Encourage your employees, when thinking about their learning and development goals, to include the following:

• Develop or enhance curiosity. If you aren’t curious, then you’re not growing. To-learn lists are a great reminder to always be curious and to take more action.
• Explore and get out of your comfort zone. Put learning time on your calendar, and make sure you use it to build new learning habits.
• Be accountable. Learning is synonymous with growing. It’s part of your self-care routine. If you hold yourself accountable to your to-learn list, you will feel more accomplished. You’ll also likely spur more and more learning passions as you dive deeper into particular topics.

At the company level, the HR, L&D and people ops teams are often maxed out. But, if people teams can inspire employees to build “to-learn” lists and support other employees in accomplishing their learning goals, you can quickly enhance your learning culture and level up your workforce.

Remember, with a to-do list, the best feeling is crossing things off.

With a to-learn list, the best thing is adding to it!

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