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Tag Archives: growth

Seeking employee development strategies? Implement a tuition reimbursement program

For the past several months, I’ve been sharing specific employee development strategies on the blog via short videos: each time, one explicit, pragmatic, and actionable idea you can use to help your employees develop and grow into accomplished professionals and the future leaders in your organization.  Today’s advice: implement a tuition reimbursement program.

Implement a tuition reimbursement program

A tuition reimbursement program is a great way to support learning that isn’t provided in-house, and to provide assistance to employees who want to further their education. Such programs are usually external learning curriculum provided by colleges, universities, professional associations and vendors in relation to industry certifications.

Now it’s true, an employee who takes classes may not finish the degree for several years.  Continue reading

Employee growth and development occurs when we give our people the tools and resources they need

It’s been a while since I last posted in our video series focusing on ideas for employee growth and development, so I’m back with Tip #15.  Today’s advice: give your employees the tools and resources they need to succeed.

Set your people up to succeed by giving them the tools and resources they need

As leaders, we give our employees tasks to complete and obligations to fulfill.  But occasionally, without meaning to, we inadvertently set them up to fail.  “How?” you ask?  We do it by giving them the responsibility for the job, BUT not giving them the authority or the resources they need to get the job done.

So we ask an employee to process invoices online but it takes three days for him to get the system access he requires to do it.  We’ve set him up to fail.

We bring a new employee on board but there is insufficient time to get her fully trained to do what she needs to do.  We’ve set her up to fail.

A staff member is responsible for conducting inventory in the warehouse, but rather than giving him a handheld scanner, we hand him a notebook and a pencil, and tell him to do a manual count.  We’ve just set him up to fail. Continue reading

The lobster as a metaphor for continuous learning

Several times in its life, a lobster casts off its shell. When the shell begins to inhibit the lobster’s growth and development, the lobster has no choice but to discard its old shell and grow a new one. It is the same with humans.  And it offers an important lesson to leaders – in order to stay relevant, both for us and the people we lead, continuous learning is paramount.

In my latest column in The Globe and Mail, published in this morning’s print edition, I offer three specific ideas to embrace continuous learning, to grow your mind and develop your abilities, so that you won’t become stagnant, so that you will always be relevant, no matter what the changes are in your working environment.

continuous learning

You need to cast off your shell if you want to continue to grow

If you get the print version of The Globe, you’ll find it on page B11.

Note: if you are a subscriber to The Globe and Mail, you can also read the column directly at their website at this link: https://tgam.ca/2XhyBzl

So what are you doing?

As always, I’d love to hear from you.  What are specific things you do to ensure that you are continuously learning?  What are you doing to be a lobster?  Please share your perspectives by adding your comments below.

If you’ve been a reader of the blog for a while, you probably already know that I have a book titled Why Does the Lobster Cast Off Its Shell? which published in its third edition in 2017.  In the book, I offer three more strategies to grow your mind and develop your abilities, as well as 171 Ways to Be a Lobster! Scroll down the page once you click on the link.

Create employee engagement by monitoring performance metrics

Today’s blog post takes us to Strategy #14 in my ongoing series of video tips outlining specific ideas to develop and grow your employees.  Employee growth is a natural outcome of employee engagement, and a sure-fire way to create employee engagement is to establish and monitor performance metrics.

Establish and monitor performance targets

We’ve all heard the saying, “What gets measured gets done.” It simply means that regular measurement and reporting keeps people attentive and focused.  And when people know how they’re doing, they are deliberate and thoughtful about making decisions to improve their results.

So establish metrics.  What are those vital few indicators that tell you things in your department are working as intended?  Make sure that this is information that can be collected easily. Because if it’s too difficult, it won’t happen. Continue reading

Develop and grow your people by investing in training

My blog post today also happens to be Strategy #12 in our ongoing video series on specific practical ideas to develop and grow your people.  And today’s tip goes back to one of the basics – employee training.  The specific strategy: jointly create a professional development plan, tailored to the individual employee.

Jointly create a tailored plan for professional development

There are two important words here – jointly and tailored.

Do it together

Jointly, because it should be an effort by both you and your employee.  Encourage your employees to take an active role in identifying what job competencies they feel they’re lacking.  Competencies are the skills, abilities, and knowledge needed to be successful in a particular or future role, and they can encompass technical knowledge and interpersonal skills. Continue reading

Regular one-on-one conversations support employee growth

In our last video tip in our ongoing series on developing and growing employees, I said that it was critical to offer constructive feedback to your people.  Key to continued employee growth though is that this constructive feedback be frequent and consistent.  So today’s strategy for employee growth builds on the last tip.  It is to schedule regular one-on-one conversations with each of your staff members.

Schedule regular one-on-one conversations with your staff

When thinking about regular one-on-one conversations with each of your direct reports, there are two things you need to consider – frequency and content.  So let me address each one separately.

How often?

Continue reading

The 5 Practices of Leadership Literacy

 

This article was originally published on November 13, 2017 and has been updated.

books in place of leader’s head symbolizing leadership literacy

 

Leaders have a responsibility: a responsibility to create an environment of trust, to guide, to create, to motivate, and transform. But to do all these things, a leader must be literate.

And by “literate”, I mean knowledgeable.

Today, information is ubiquitous. It’s found on the tips of our fingers (on the closest keyboard, tablet, or smartphone screen) 24 hours a day, 7 days a week.

And with information so readily available, ignorance is no longer an acceptable excuse.

Continue reading

Five tips for specific constructive feedback to develop your employees

Since the beginning of this year, all my video blogs have been focused on specific and practical tips to develop your employees.  Today we’re up to Strategy #10: offer constructive feedback.

Offer constructive feedback

A sure-fire way to grow and develop your employees is to make it a point to offer them constructive feedback, information that they can use to change their behaviours and actions to give them better outcomes and results.  The key word here of course is “constructive”.

In order for feedback to be constructive, there are some definite dos and don’ts.  Here are five specific things to take into account: Continue reading

Strategy #9 in our series on employee development ideas: make it safe to make mistakes

In strategy #8 in our continuing series on employee development ideas, I said that a great way to help employees grow was to find opportunities to showcase their strengths.  While that may seem paradoxical, the logic is that when staff are given chance to shine, it boosts their self-confidence which then carries over into other more difficult situations.  So following from that is Strategy #9 in employee development ideas: make it safe to make mistakes.

Make it safe to make mistakes

The old adage – you polish your skills by doing it right, but you learn from making mistakes – fully applies.  Development and growth only happens when people are willing to push the envelope, to go beyond the tried-and-true, to step outside their comfort zones and do something different.  But that comes with risks – that things may go wrong, or not work out as hoped or intended.  The risk is that when people go beyond what is currently being done, they may make a mistake, or even, in the harsh light of hindsight, fail.  But if it becomes dangerous to make mistakes, employees simply will stop taking risks of any sort. And then, they will ultimately stop learning and growing. Continue reading

Strategy #8 in our video series on developing your employees

In my last instalment on ideas for developing your employees, I suggested you ask further questions in response to questions asked by your employees.  Today’s tip in this series: find opportunities to showcase your people’s strengths.

Find opportunities to showcase your people’s strengths

An important component of developing your employees is to build up their self-esteem and their confidence, and when we, as leaders, can find ways to highlight and showcase their strengths, we set our people up to succeed!  Every employee has certain things they are good at.  Perhaps one of your staff members is very strong analytically, and a second is good at doing presentations.  Maybe one of your people is very detail-oriented, and another has a knack for seeing the big picture implications of a situation.  Yet another has demonstrated expertise in complicated negotiations.

Whatever an employee’s strengths, when you give assignments that emphasize those attributes, you also give the employee an opportunity to shine.  And when employees get the satisfaction that comes with not only doing the job well, but knowing that others also observe them at their best, their self-confidence climbs.  Continue reading