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.
Earlier this month, I kicked off our brand-new video series on employee development strategies with our first tip: invest in training. Today’s strategy: ask about and support your employees’ career aspirations.
Support your employees’ career aspirations
This is a two-parter. First, you need to make the time to ask. I always recommend that supervisors and managers schedule a 30-minute coffee meeting with each of their employees sometime within the first six months of their working relationship. The coffee meeting doesn’t actually have to involve coffee (even though it may). But it should be away from the immediate workspace.
The purpose of this meeting is to talk about the employee, and not necessarily about their current job responsibilities. Sure, current issues may come up in the course of the conversation. But the real goal of the coffee meeting is to find out more about the employee at a personal level. Who they are, their interests, their families, their hobbies, and yes, their career goals and aspirations. Make the meeting about the employee. And pay attention specifically to what they tell you about what they want to accomplish during their careers.
After you ask, support
Earlier this month, I promised that this year I would give you a series of frequent quick video blogs focusing specifically on ways to develop employees – explicit, pragmatic and actionable ideas to develop and grow your people not only into accomplished professionals, but also the future leaders in your organization. Today, I am excited to kick off this brand-new series with one specific suggestion that I hope you’ll find quick and easy to implement. And expect more of the same in the weeks and months to come.
Invest in training
So here is the first instalment in ways to develop employees: invest in training. Not much of a surprise, is it? The key word here is “invest”. An investment creates an expectation of a positive return on that investment, and thoughtful, good-quality training rarely disappoints. When you invest time and money into training and professional development for your people, it tells them that you value them, and it is this very aspect of the training investment that causes people to pay attention, absorb and put their learnings into action, all for the benefit of your organization.
Two common objections
Now I’ve heard many of the common objections to this strategy. Continue reading
Brand-new video series for 2019
Last year I did an entire video series of short focused tips on how to motivate employees, each one outlining a specific way that leaders could inspire, engage and energize their employees. This series got such great feedback from so many of you that I knew that I needed to do something in a similar format once again. So it got me thinking about what this year’s subject area should be.
If you have ever attended one of my live leadership training events, you know that I usually spell out the two basic philosophies of leadership. Principles so fundamental that if you don’t live, breathe and truly believe these values, then you simply should not be in a leadership role. If these leadership philosophies are not your core beliefs, then with great respect, you cannot be a great leader. You will hate being in a leadership position, and quite frankly, your employees will dislike it too. The first of these two fundamental philosophies of leadership is your belief that “You are a coach and developer of people”. As a leader, you HAVE to be a coach and developer of people. Else, you cannot be a good leader, let alone an exceptional one.
2019 – one full year of focused tips on how to develop and grow your people
So … with that in mind, this year’s topic for our video series is going to be … drum roll please …. “How to develop and grow your people”. Continue reading