Throughout my 18 years of coaching leaders, working with their teams, and facilitating strengths workshops, I’ve noticed how grateful and enthusiastic people have been about having the opportunity to push the pause button for a day or two to focus on who they are as a leader. For many of the participants, it’s one of their first opportunities for self-reflection. A first deep dive into who they are as leaders and the leader they aspire to be. The feedback over the years has been nothing short of phenomenal. They describe their experiences as transformational and return to their organizations with higher engagement and doing incredible work. They’re alive with possibility from the opportunity to focus on their own development. It’s a win-win opportunity for everyone.
This is part 1 of the 4-part series on Employee Development by Diana Gabriel, Certified Strengths Strategy Coach.Effective development touches every aspect of an employee’s experience. Click To Tweet
Years of data have revealed a repeating theme for employees: they want to be competent at their jobs, have the ability and opportunity to succeed. This has become so important to them that 40% of employees who feel they’ve been deprived of the training necessary to be effective at their jobs will leave before their second year.
A Middlesex University study showed that over 70% of workers are not happy with their level of professional development because they believe they are not reaching their full potential. Gone are the days when employees accepted a dull, clock-punching life, doing the bare minimum to get by.
From another perspective, leaders want more productivity and progress than ever before. Based on the conversations I’ve had with leaders, they require their people to have a higher expertise, commitment, and dedication. Yet, ironically, they often fail to recognize the need to continually develop their people to attain the goals they set for them.
Unknowingly, many leaders are forfeiting productivity gains of 200%, according to Dale Carnegie studies. They surrender 20% higher profits with employees underdeveloped for their demanding jobs, according to ATD research. Their turnover rates are also painful.
Many of these issues can be minimized with robust employee development being a part of, not an addition to, the culture. Unfortunately, too many companies do not incorporate employee development into their company’s culture.
Raising the level of an employee‘s value is not as simple as giving them more training, although training is a very crucial aspect. Effective development touches every aspect of an employee’s experience, including who they are at their core along with technical, managerial and interactive skills.
Your people feel personally cared for when there is focus on their personal/professional development when they are provided the knowledge needed to succeed in their jobs when they can apply what they know, feel fulfilled, and have opportunities to grow even more.