Who Owns Development?
In my earlier blog post, I talked about the simple act of preparing managers to manage in order to strengthen worker engagement. The simple part is committing to this focus. The hard part is learning what is needed and how to move forward.
Who owns development? Each of us decide that path and if we work with an enlightened boss, we get to discuss how to move forward that engages us personally and organizationally. There is such a great opportunity today to turn the workplace into a learning place. Forget hierarchy. Everyone has to be learning to compete. My friend, Beverly Kaye talks about contemporary "lattice-like" career growth and expanding skills. Managers can be our role model here. I suggest the following;
Determine what your learning plan is for 2019. (You also need to know the mission critical and prioritized business goals for the year)
Are you doing work that is satisfying for you and adding value? If not, what is the one thing you can do to change that?
Are you able to live the values that matter to you?
Discuss this with your peers and leadership team. Create your company learning philosophy. Get specific about how you support learning in your company.
Now take this conversation to your workers - share the philosophy. Help them create a personalized learning plan.
This is the beginning of a strong foundation for engagement. Not simple yet critical for you and your worker to grow and not let them go.