When attracting and hiring for any position, organizations will look for the best candidate with the skills and experience to perform the function and role. With the newly acquired talent, we integrate them into the organization and hope that they’ll receive the support and guidance to settle into the role and perform.
Fast forward two years. What has happened with the candidate? If they are with the organization, that may suggest they perform at an acceptable standard and are content with the organization. Yes, acceptable, and content were the words of choice.
Yet, have they developed new skills? Unfortunately, few organizations dedicate adequate resources to compel individuals’ ongoing education and training, even though their roles have changed and possibly they have new advanced responsibilities. Instead, organizations rely on individuals doing it themselves, and many expect that to happen in the employees’ own time. Yet we are surprised when our organization lacks creativity, innovation, or inspiration. Where do we believe this is coming from?
Organizations seeking to grow should include a standard for ongoing professional and personal development. While the necessary organization-wide training for diversity, equity and inclusion, sexual harassment, and trauma may be offered, to what extent are we helping individuals develop new skills and expand their mindset?
While few organizations may have the budget for conferences or in-depth specific programs, cost-efficient learning opportunities exist. The proliferation of data and information on the web is often accessible and widespread, offering an inexpensive option. Studies, reports, and even free programs are available in print and video. TED talks, and similar formats, offer a wealth of information. Further, books remain the staple for any program if we are genuinely vested in learning. Organizations are creating book clubs to promote concepts and encourage learning; many will supplement them with discussion groups and learning sessions.
We may say we don’t have the budget or time to dedicate resources to training and mentoring. So a question is whether you have the budget and resources to offset the loss in a competitive advantage or lose star performers to organizations where they will and can grow because of the learning culture.
