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When it comes to securing your organization’s continued success, professional development training is a critical piece for keeping your key talent in the loop and ahead of the curve in terms of industry trends, their particular area of expertise, and even management skills. One area that can be easily overlooked when developing the skills of executives and managers is facilitation.
Facilitation involves much more than the ability to organize a meeting, start a meeting, and get people talking. In fact, these skills go far beyond meeting rooms and session planning retreats. These skills can help executives and key managers on a daily basis by providing them with the training and techniques they need to excel in their position and help the organization achieve its goals. (more…)
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In recent years there has been a significant rise in the demand for mentors and coaches. The driving forces behind this are: executives, managers and other specialists are increasingly expected to demonstrate that they are undertaking significant professional development; the workplace and business employment environment is becoming even more competitive; the influence of the emerging industrial nations is forcing radical changes in the skill mix required of managers and other professionals in the developed countries; the diversity of personal and professional skills, knowledge, and expertise needed to be successful in today’s global business environment. As this demand has increased, so has the diversity of roles played and the range of services offered.
Workplace mentoring is, despite appearances, a structured, organised, element of the organisation’s training and development activity. It is, however, usually quite separate from organised training activities and from the formal appraisal process carried out by the manager. This formal, hierarchical relationship that exists between a person and their manager is usually not a suitable vehicle for a mentoring relationship. Mentoring generally takes the form of a confidential, one to one relationship, where a more senior person, at least one position higher than the manager of the person being mentored, helps a more junior one to make progress, usually as part of a planned development programme, such as management fast-tracking, preparing for a more senior post, or leading a phase of workplace activity, such as a project. (more…)
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Many employees do not see the benefit of professional development. They have already been trained for their job and they turn up every day and do it. Workshops, training days, learning modules are just an annoying… the boss wants them to fit into their already over stuffed day.
It is possible some employees only see professional development as benefiting the company and not them personally. Professional development should be about career longevity, nurturing employee skills and professional growth. Employees who are resistant to professional development may not fully understand the purpose of it and its direct benefit to them personally.
There are many positives of professional development and these should be explained so that staff can enjoy the full benefits.
Learn new skills – Professional Development is all about keeping us relevant in the workplace for as long as possible. In today’s changing world sometimes our jobs can require new skills. Companies can take on new software or products requiring staff training or individuals can shift roles needing professional development training to help them. New skills could be anything from training in new software or hardware to a workshop on public speaking. (more…)
