One of the theories behind learning is the 70/20/10 model.

Basically: 70% of the lessons you learn, you learn by doing, 20% you learn by what they call “developmental relationships” and the final 10% is filled up with coursework and formal training.

There are even communities around this model. As with all big theories, there are people who do not agree with this concept. However, there are a couple of take-aways from this model, which can be applied to yourself and your team:

• Doing does not translate to learning without some way of measurement and reflection. Peter Drucker, the grandfather of management, once wrote: “what gets measured gets managed”. (Self) development generally begins with a realization of a skill you miss or a lack of expertise you notice. Without measuring, you might miss this valuable data. This is why it is helpful to evaluate yourself and the people you manage in a structured manner, for example by using feedback forms and by having clear job descriptions.
• It is pretty logical that people learn the most while on the job: they spend their most time there. As a manager (and as a co-worker), this is something to take into account: you might be the key person to help someone grow to a complete new level. Keep calling out what you see. Both positive and negative things.
• There is a lot that people can learn from each other by building “developmental relationships”. It is really helpful if you encourage others to connect and learn from others and invest in relationships that help them grow. This can be both inside and outside your company. Can you make valuable introduction?
• Still, training sessions and books are great resources. Inspire the people around you by sharing what you learned, recommending blogs, podcasts, books, video’s and other things that might contain useful content.