Prioritize Career Development

I often hear from the leaders and team members I support that they don't have time to dedicate to their development. So many tight timelines, looming deadlines, critical work that needs to be done urgently.... Or they tell me that their manager/leader doesn't talk to them about their development and so nothing happens. Or that due to attrition or re-organizations, they have had X# of manager in X# of months and every time there is a change in managers, it feels like a setback in their career.

1. You are in the driver's seat of your career. It's yours. Only you know where you want to go, what intrinsically motivates you, the work that energizes you (energy givers) and the work that drains you (energy suckers). Your leader, coach, mentor, colleagues, and HR business partner are your helpers and co-pilots. Please do not wait for your leader to bring up the topic of your development. If this is important to you, bring it up yourself. (Side note: Leaders, if you're not speaking to your team members about their career aspirations and development, why not? Schedule some time with each of your direct reports and ask them what their aspirations are professionally, and then support activities that will grow their skillsets and abilities.)
   
2. Your development does not hinge on who your manager is, how long they have been your manager, or what they know (or don't know) about you. Of course you want your manager to know you well and help identify opportunities - either to close a skills gap, or to enhance and grow you. However, this is not a pre-requisite to your development. You can work on your development regardless of who your manager is, how long you have reported to them, or whether or not they take an interest and are invested in your development.
   
3. If development is important to you, you will find the time and prioritize it. Whether it's an hour a week/month/quarter, some quiet time every day, or dedicated days for this purpose once a year, prioritize you. As an example, block time on your calendar - and fiercely protect it. Take advantage of your windshield time on your commutes (to/from work, on errands, on the bus/subway/train...) and listen to podcasts or audio books. (Yes, that is learning! I even listen to books and podcasts while I do yard work and clean the house.) Deliberately schedule time with colleagues and mentors to brainstorm & talk through challenges to try to find creative solutions, or to gain a different perspective. Prioritize webinars/seminars/conferences - even if your employer doesn't cover the costs. (For years, I will take vacation days and pay out of pocket for at least two conferences (which I budget for annually) because it is that important to me.) If you (or your company) doesn't have a budget for development, there are a ton of free learning and development opportunities. Not all webinars and seminars cost money. Think about the type of development you're seeking, and then look for those opportunities - internally and/or externally. Think about who you know who may be willing to regularly meet with you as a mentor and coach to help support your development. Ask them. (The worst thing that can happen is they say no. That's ok. Who else do you know?) Then prioritize the time to engage in those activities, and deliberately find opportunities to practice what you're learning.
   

One of the biggest hurdles to career development is just getting started. There are a ton of resources to help you. And if you need some additional support, encouragement, or inspiration, I invite you to connect with me. I will help you. I won't do the hard work for you. I can at least give you a nudge in the right direction, and you can leverage that momentum.
 
Everyone deserves opportunities to learn and grow. Foundationally, it starts with you.

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