It's very easy to expect organisations and managers to provide everything for our learning and development needs, but do we do enough to take control for ourselves?
A survey by Penna Consultancy shows the disparity between managers’ and employees’ opinions about how they feel they are supported in their career.
“91% of managers agree that they support employees with opportunities, definitely or sometimes, despite 29% of employees saying that they don’t.“
This means that one out of every three employees don’t feel supported – not a great place to be. Realistically though, regardless of where your support comes from, who should be owning your learning and development and providing suitable opportunities…you or your manager?
How many of these statements do you recognise?
I’m waiting to have my review with my manager.
There are no training courses I can sign up to at my company.
The sign-off process for training is really complicated.
There is no budget for development or training courses.
I don’t have the time to focus on my development.
I don’t know what I can / should do.
We can easily pass the buck to someone else; it’s much more difficult to face the truth and take control for yourself. So, what can we do to break these bad habits? How can we start to take back the control?
“If you aim at nothing, you’ll hit it every time.” Zig Ziglar
Learn more about where your learning comes from to help you get the most from your development!
Try these three simple steps:
1. Take some time for self-reflection
Ask yourself what opportunities did you take advantage of and have you created any for yourself? Try completing a SWOT analysis – this is a process of self-analysis and personal reflection of your Strengths, Weaknesses, Opportunities and Threats to personally evaluate your development needs.
2. Identify your goals and aspirations
Consider the goals that are important to you and think about what skills, knowledge and experiences you will need to get there. Have a look at how to set goals for your development in more detail here.
3. Create your own personal development plan
We don’t mean a PDP that you only pay lip service to! Pull everything together to create your own tailored plan. Keep it simple using a straightforward format that can be easily referred to and updated.
So the next time you think you haven’t had any development or support from your manager, remember it’s as easy as 1, 2, 3. After all...