It’s been almost two weeks since I posted our last tip in our new video series for 2019 on creating an environment that fosters employee growth and development. Tip #2 was to support your employees’ career aspirations. But I’m back today with Tip #3: set an example by being a positive role model for continuous learning.
Set the example as a continuous learner
Don’t just tell your people that you believe in employee growth and development, show them. If you expect them to continue to develop and grow as employees, then be prepared to also walk the talk.
Demonstrate that you are a continuous learner by attending training programs – both shorter lunch-and-learn sessions, and longer full-day or extended programs. Display that you’re open to new learning by listening to what the subject matter experts on your team have to say. And ask intelligent questions about the information they are sharing to show that you value their expertise. If you’re not completely up to speed on the nuances of social media, ask your tech-savvy staff to reveal some of their favourite tips and tricks. Even better, have one of them do a short presentation at your next team meeting.
My point is that if you want your staff to buy into employee growth and development, then you need to set an example by doing the same. So be a positive role model.
I’ll be back next week (I promise) with the next strategy in this series. But in the meantime, I’d like to know what you think. What gets in the way of you investing in continuous learning? I’ll tell you what I hear most often – lack of time for supervisors and managers. Is that true for you as well? How do you get past it? Please share your experiences by commenting below.