Support learning and development

Performance Criteria – in my team, I…

  • Provide ongoing feedback in appropriate ways.
  • Identify potential gaps in each others’ knowledge or performance.
  • Encourage others to learn and develop and seek appropriate support.
  • Facilitate equal access to opportunities, information, resources and other supports.
  • Provide learning opportunities and other formal or informal support in a form and style that suit the person’s and the workplace requirements.
  • Conduct candid and constructive discussions about potentially sensitive differences between a person’s behaviour and workplace culture and norms.
  • Provide opportunities for people to learn and practise new knowledge and skills, and to help other people to learn.
  • Encourage people to both seek and provide challenges and opportunities for learning and development.
  • Provide a safe learning environment by minimizing the probability, stigma and effects of possible failure.
  • Seek opportunities to leverage people’s strengths to support others’ learning and development.



Definitions – what the terms used in this competency mean

  1. Person/people: team members, colleagues and peers, supervisors, managers, clients, suppliers.
  2. Feedback: formal, informal, verbal, written.
  3. Appropriate ways: appropriate to the learning required, and to the individual’s culture, personality, understanding, ability to express, objectives, career history, expertise
  4. Support: feedback, learning opportunities, information, resources, time, encouragement, recognition.
  5. Learning opportunities: training, coaching, mentoring, access to learning materials, safe environment in which to practise new behaviours, new challenges, tasks, experiences and responsibilities, stretch assignment.



Required knowledge

  1. Methods for giving and receiving constructive feedback.
  2. Information and resources that are available to support learning.
  3. The organization’s culture.
  4. Diversity dimensions that affect the process of learning and development.
  5. The strengths of colleagues and team members.
  6. Development methods.
  7. Effect of possible failure on a member of an under-represented group.



Example(s) – what might this look like in practice?

  • As an older employee, you ask a younger employee to support you to better understand social media opportunities. At the same time you provide them with insights based on your years of experience with customers.
  • You respectfully help a supervisor who is a newcomer to Canada to understand that his culture’s focus on empathy and sharing personal information about team members medical issues is in conflict with privacy laws and how those are practiced in the organization.
  • To ensure equal access to opportunities, you reach out to employees who are uncomfortable with the expectation or need to be self-promoting.



Related resources – Strengthen your competencies with TRIEC Learning

E-Learning: Performance Management
Videos and guides: Bridging Cultural Differences in Diverse Teams, Scene 3: High Potential – Understanding Performance
Videos and guides: Cultural Perceptions of Change and Leadership, Scene 4: Adapting to the Canadian Workplace