When we’re hired, there’s usually someone who talks about how the company is committed to developing employees. For sure there will be a fine orientation program and skills training. Then there may be tuition refund offerings, a chance to go to conferences, those wonderful stretch assignments, and mentoring.
So we eagerly dig into our jobs to discover that:
- Work demands leave no time for development
- Orientation and training are sporadic and informal at best
- There are major restrictions on tuition refund
- No one really mentors or even supervises, for that matter
In other words, when it comes to our development, we’re often on our own.
Who’s to blame?
There’s plenty of blame to go around, and the blame game rarely fixes anything. The problem is:
- Many supervisors don’t have the will, ability, and/or time to develop anyone because day-to-day demands don’t enable it
- Human resource personnel/departments are stretched and employee development initiatives are a low company priority
- The company’s business strategy doesn’t recognize the bottom-line value of increasing employee capabilities
- Employees aren’t taking the initiative to develop their capabilities on their own
In a business setting, growth is about expanding our knowledge, skills, and experiences so we can:
- Perform in broader arenas and take on more responsibility
- Contribute new and better ideas to increase product/service value
- Be ready to rise in the organization
Employee development is an advantage to the company and to us personally.
What to do?
The economy today is a major challenge to most businesses. The chances of our bosses, HR, or the company looking out for our development are slim, in spite of what’s said.
So we can sit around and complain or we can take our development into our own hands.
Your development starts with an awareness of what you want from your career: So,
- Write one-sentence describing your career aspirations. (If you can’t write it in one sentence, you’re not truly clear about what you want.)
- Then write a list of the skills, knowledge or experiences that you want to add or expand.
- Identify no or low cost actions that you can initiate and manage. List other development activities that you will propose to your boss.
- Put together your own development plan for the next year, stating which activities you will complete each quarter and their value to the company.
Coming up with initiatives is the challenging part, so here are some suggestions:
In-house book club: Offer to organize and lead a book club of coworkers around specific books on topics like leadership, project management, and communication that will meet at specific times on or off the clock.
Free on-line webinars: Identify well-known experts on the behaviors you need for career success, attend their free on-line webinars, or ask your boss if the company will cover the cost.
Twitter chats: Find opportunities on Twitter to participate in topical chats at places like #careerchat, #hrchat, or #leadershipchat. Capture key ideas and input; summarize them and share/discuss them with your boss.
Mentors: Seek out mentors within and outside your company. Be clear about the kind of advice and feedback you’re seeking. Maintain a positive relationship.
Blogs: Follow expert bloggers in the growth areas important to you. Comment, ask questions, and build connections with them.
Courses and conferences: Identify coursework or conferences that are relevant to your work and your growth. Ask to attend and offer to share your knowledge when you return through a staff meeting report, white paper, training session, or presentation.
Your development has the greatest value when it serves both the company and your career. The more you do to expand what you learn to bring better results, teach others, and add to the capabilities of the company, the more support you’ll get for your initiatives. Please don’t wait to be developed. It’s your career, so own it.
Photo from opensourceway via Flickr