How can you invest in your associates' professional development?

Create routines that enable employees to knock out critical activities that are outside of their BAU work process. It's a balancing act that is hard for many. Give them the time and tools to bring this type activity to their work week.

Personalization: I believe in empathetically understanding each associate's aspirations and challenges. By actively listening and engaging in meaningful conversations, I gain insights into their professional needs and interests. This may not be possible in training session with many people but can be done for the group and is highly essential in coaching sessions.

In the ever increasing technical world we live in, it will be more, not less, important to connect with employees as people. The one-on-one relationship between a manager and an employee is the key, and this is where the relationship and earnest effort to show the value of an employee needs to be nurtured. This has to come from a place of authenticity and genuine curiosity by the manager: where does the employee want to go that accentuates his/her strengths? What help do they need? This is a conversation about future prosperity and potential and has to be removed from all of the day-to-day challenges that oftentimes make us forget to think ahead.

Boosting your team's professional growth means letting them chase what fires them up. Encourage associates to go after projects or roles that genuinely excite them – that's where their energy comes from. Create a workplace where they feel empowered to own their development journey. Keep things casual with regular check-ins, mentorship, and skill-building opportunities. When you invest in their passions, you'll have a team buzzing with enthusiasm and energy for their work. 🔥🚀 #LeadwithEnergy

Based on my experience in identifying needs and interests, it is important to start with the basics using Maslow's hierarchy of needs as a foundation to identify those needs. - Does your team have the necessary tools to do their job effectively? - Do your team members feel safe and secure, both in terms of benefits and physical security? - Do your team members have a sense of belonging and connection with you and other team members? - Do they feel confident in their abilities to perform the tasks and duties to the expectations set during training? While there may be other questions that you can ask yourself and your team, it is important to understand that these questions are only words in an article if they aren't put into action.

Uninterrupted time is a vital part of people development. I have seen too many cases of people trying to multitask while engaged in virtual development work. As a result, nothing is done well, certainly not the learning and development priority. Leaders must be purposeful in allowing time for these efforts to be effective, or it will just be a frustrating waste for all involved. Show that your team's development is important to you and the organization by being passionate about budgeting time for it. If you won't, you aren't serious about it.

Definitely, create the personalized development plan to associate. Let them involve in the plan and guide/coach them until they achieve the goal. During the process of the training plan, we need to review/fine tune the plan based on the actual situation.

Una sugerencia muy útil es cuando se incluye a un mentor, alguien que la persona pueda abordar de manera fluida y accesible, que le acompañe en el crecimiento, re dirigiendo cuando sea necesario y haciéndole ver cuando esté haciendo bien las cosas e identifique sus fortalezas.

Collaboration with others and having the opportunity to share is critical to helping people develop new skills and learn. Working together to innovate and solve problems while actively seeking feedback can be the difference between success and failure. When working with people to develop a specific skill or grow in their position, having a collaborative group to discuss topics and lean on each other assists in making progress. Building relationships with others and those you are developing are vital components for making an impact and changing behaviors. People must work together to get better and constructive feedback is a paramount good practice for success.

In my experience, the leaders who create a supportive and open environment naturally stimulate growth for the individuals who get promoted and teams who become upskilled without even realizing they’re work is changing!

While working with my team in regards to their professional development, I have always believed in collaboration. Its essential to have clarity in what's expected and also to understand their perspective on their own growth and expectation from the role. It definitely helps in creating an environment of mutual respect. Both parties learn from the process. In the same way, the feedback is well received and there is a sense of accountability which allows to make intentional choices. They do it for themselves since they were part of coming up with a growth plan, and they can personalise ways to achieve their short terms and long term goals.

Whilst the suggestions surround data are valid, they only provide affirmation that the individual has engaged with the learning, it does not give insight into the learning that the individual has taken onboard alongside. Having reflective conversations to understand their perspective of their impact can be a better way to evaluate real progress.

When celebrating success, I feel it is important to be specific with the feedback / celebration that showcases the impact of the learning, the development journey they have been on to aid their own reflection and provide a long lasting morale boost. Recognising the success more widely than just in 1-1’s or appraisals such as in team or department meetings, provided you have their consent, helps to showcase the success even more and may even motivate others to consider their own development.

1) Explore Books for Personal and Professional Growth: Encourage associates to read leadership & management books and inspiring stories from successful companies to gain valuable insights and broaden their horizons. 2) Embrace Professional Development Classes: Encourage associates to take advantage of general professional development courses, whether in-person or virtual, to expand their knowledge and skills. 3)Forge Connections through Networking Encourage associates to network with like-minded individuals in their community or industry to form partnerships, seek guidance, & gain inspiration. By offering continuing education opportunities, you demonstrate belief in their potential and create a culture of continuous improvement.

Collaboration across the organisation through mentoring, particularly reverse mentoring will create a culture of learning and development. The culture is key- the first step.

This list is wonderful. I would add ensure that as a people leader you give your employees the time to work on their development. Ensure that things are taken off their plate if they are over capacity. Or help them prioritize their tasks so they know how to fit it in their schedule. If they are hourly employees with a predetermined schedule, approve their development time and put it on their schedule.

STAY CURIOUS & STAY ACCOUNTABLE My team’s goals and professional development plans ignite my curiosity. It also challenges me to creatively support the brand they are becoming. Once my team has clarity on the experiences/skills that will add value, I encouraging them to lead me on how can I can best provide a platform to showcase their skills. At times it’s not feasible for them to practice new skills in their current role. Using the power of my network, I connect them with others who are able to move them farther along. Everyone wins and this holds us both accountable! MY ASK 2 thingsIf you believe others could benefit from a 15 minute Zoom respond here. If you need mentorship- also respond here- I’ll help you too!

In my estimation, investing in associates' professional development includes personalized learning paths. Understand their aspirations, offer relevant training, and provide mentorship. Encouraging a culture of continuous learning, acknowledging achievements, and creating opportunities for skill application fosters a sense of value and growth among associates.