Is Your Professional Development Program Working?

Professional development, like many other topics in organizational management, seems like an easy one.  Just pick the topics you want and have people that are good at them develop a class and teach it.  Easy enough, right?  Well, mostly professional development programs are not effective.  They lack direction, vision, and most of all they are only focused on in chunks.

An excellent professional development program should hit a few key areas.

  1. A deliberate approach to the development of the employees. If you are taking the time to invest in your people, you should take the time to decide what attributes are going to contribute to the goals of the organization or reinforce the behaviors the organization deems valuable.
  2. Evaluate the program. Take time to observe the professional development courses being taught.
  3. Refine the courses and ensure they support the organization’s vision. If you don’t write down the organizational vision, it is easy just to assume you are making decisions that support your decision.  But the opposite is usually true.  If your vision is to create “experts” at whatever job your organization does, but you also create policies that are designed to keep your people from making fundamental decisions, your policies are not supporting your vision of creating experts.  Experts do not need policies to keep from making mistakes with basic functions.  And beginners need room to make mistakes so they can learn from them and the experts.

If your people find your topics boring and there is little support for these professional development events, perhaps you have failed to show they are important.  Also, it is possible they are not interested in these areas because the organization does not value the topics.  They are probably not focused on when looking at performance appraisals or top-performer awards.  If the organization does not value the topics you are trying to develop, the people of the organization will not value the professional development.

Attitude is everything.  Most of a successful professional development program is about the attitude of the people involved.  Having people with a positive attitude and showing enthusiasm about professional development is easier said than done.  But there are ways to create this environment.  The first few classes should have a hand-picked audience.  The audience should be the employees with the best attitude.  By picking those with the best attitude, they will spread the word after the seminar that the material was worth it and they learned something.  At this point, you will have momentum, and you can continue to build off of this success.

Follow us on all platforms! LinkedIn, Twitter, Instagram, and Facebook!

3 Big Problems with Your Managers

Accountability, Goal Setting, and Professional Development. That’s it, very simple to identify and equally important across all professions.  Having great first-level managers and supervisors are the most important positions you can have.  They have a difficult job in trying to translate the organization’s vision & mission into tangible task the employees can accomplish.  Not only that, but they must hold the line of accountability of the employees, support the values of the organization, inspire their people to achieve excellence, and develop and train their replacements. It is a daunting task, so let’s look at how to improve the big three!

Accountability is the foundation a manager operates on.  There are tons of articles and research on this topic, but the bottom line is most managers are rated poor at holding their people accountable.  Accountability starts at the top!  The only way to get better at this is to ensure you are holding people accountable.  It will trickle down from there.  Make accountability the manager and supervisor’s core responsibility.  You must evaluate them on how well they hold people accountable.  Teach them when they make mistakes and let them figure things out.

Goals.  So often we talk about goals and how important they are, yet we fail to identify them or worse, identify them but make them impossible to achieve or measure.  It is not always easy to establish goals.  Goals of perfection are a bad idea.  Do not use them.  Voltaire said, “Perfection is the enemy of good.”  I believe what he means is if you spend too much time on perfection you waste resources that could be used elsewhere to move from 99 to 99.1.  If they were utilized properly, perhaps you could improve another area from 70 to 90%.  See this article about perfection for more reasons why Perfection is Dumb.  Being good enough and not expecting perfection will drive your organization to great success.

Professional Development. The goal of this website is to provide professional development for everyone who wishes to pursue it.  In your organization, there may be little interest in professional development, but you should make it worthwhile. Outside of producing quality content that is, in itself worthwhile, the leaders of the organization need to tie rewards to attending professional development.  It cannot be mandatory but must be highly encouraged.  Tying it to performance evaluations, bonuses, and awards will give it the importance it deserves and will begin to change the culture of the organization to where it values it intrinsically.

One thing to note is that all three of these subjects must be worked on simultaneously.  Working on them independently in a vacuum will not bring about the results you are looking for.  They complement each other and feed off one another.  To maximize the effects, they must be considered a single item with three parts.

Follow us on all platforms! LinkedIn, Twitter, Instagram, and Facebook!