What’s a wonderful way to have a lasting and fulfilling career?  It is to concentrate on continuously growing yourself and others professionally.

Leaders and professionals take advantage of opportunities to gain greater knowledge, sharpen key skills, and acquire new credentials and professional experiences.  Obtaining a college degree or professional certification, participating in a professional association, spending time with mentors, taking or teaching a class or professional seminar, reading or listening to specific books, perusing articles, watching videos, accessing podcasts and webinars, engaging in  cross-training opportunities, and taking on new and different roles and responsibilities are examples of high value activities leaders provide and professionals access.

Organizations need to have leadership, a culture, and a team which supports and encourages growth as professionals and leaders.  Employees may be incentivized to engage in leadership and professional development with opportunities for better job performance, increased pay, college tuition reimbursement, access to on-the-job training, and being more competitive for promotions.

For example, a college education can be conducive to professional opportunities and career success.  Of course, it is true that a college degree does not necessarily mean someone is talented or even competent.  The reasons senior management wants members of the team to have either earned or be working to obtain their college degrees while on the job for specific positions are: acquiring subject matter knowledge relevant to the current or future job, sharpening key skills which are beneficial in employment and management, it shows commitment to self-improvement and dedication towards achieving goals, and it aids in future promotional opportunities.

The key is the right degree for your specific professional goals. It is goal first, degree second. Affordability, the faculty and curriculum, time to completion, graduation requirements, and the quality and reputation of the institution and degree program also matter.

Involvement in a professional association has a demonstrated return on investment.  Professional associations enable us to access new knowledge from others in our industry such as best practices and learn about resources and tools which can aid in productivity and performance.  Participation presents opportunities to interact with leaders and professionals from different organizations and build relationships to access their counsel.  There are opportunities to manage projects and serve in leadership roles which help build the right skill set for supervisors and managers in their organizations.  In fact, a key metric of organizational success is if employees are active and assuming leadership roles in regional, state, and national professional associations.

A third professionally productive focus for leaders is to work with members of their team on specific and individualized professional and leadership development plans and aid them in strategies for career growth.  Optimizing their opportunities to experience rewarding careers through a well-planned professional path aids in employee performance, productivity, and retention.  Managers and supervisors should seek to  identify employee strengths to solidify and areas for improvement to help team members fulfill their potential.

Professionals, supervisors, and managers should be promoted and evaluated on the key metric of how much they do to aid themselves and those they lead and work with to thrive and excel.  The executive or manager who does not concentrate on this critical role should not last in leadership in the right type of organization.

The reality is that times change and what you knew at the start of your career is unlikely to explain everything as you progress in your profession, especially in the 21st century.  Lifelong learning is not a suggestion, but it is really a requirement.

Jack Welch once observed about leadership that “you have to love it when other people win.”  Your job as a leader is to help make sure they do.  Lastly, be your own career manager to experience and enjoy the career which matters most to you.

Sources:  Abrashoff, 2002; Blanchard, 2011; Collins, 2001; Drucker, 2001; Grant, 2017; Kotter, 2012; Lencioni, 2012; Maxwell, 1998; Welch, 2005.

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