Developing new skills is essential for advancing your career and staying competitive in the changing world of work. But how can you find the time and resources to learn while working full-time? Here are some tips to help you balance your professional development and your job responsibilities.
Before you start any learning activity, you need to have a clear idea of what you want to achieve and why. What skills do you need to improve or acquire to reach your career aspirations? How will they benefit you and your employer? How will you measure your progress and success? Setting SMART (specific, measurable, achievable, relevant, and time-bound) goals will help you focus your efforts and stay motivated.
Developing new skills while working full-time requires a strategic and balanced approach to integrate learning into your existing schedule. Here are practical steps employees can take to enhance their skills while managing the demands of a full-time job: ? Set Clear Learning Goal ? Prioritize and Plan ? Utilize Lunch Breaks ? Choose Flexible Learning Formats ? Incorporate Learning into Commutes ? Negotiate Learning Opportunities with Employers ? Engage in On-the-Job Learning ? Build a Personal Learning Network (PLN) ? Use Weekends Wisely ? Invest in Skill-Based Workshops ? Combine Learning with Hobbies ? Stay Informed About Industry Trends ? Evaluate and Adjust ? Seek Feedback and Guidance ? Document Your Progress
First, the "urge" to get new skills should not be restricted to anything. Learning is a continuous process and no one soul has superiority over others when it comes to learning. However, assuming that the question is in the context of employees not getting enough time to get new skill developed, the advice for employees is to look at their yearly objectives and include a stretched objective that demands them to have a new skill set. Learning a new skill set demands a purpose, a push and the motivation. By having this written in the form of objective can be helpful and importantly aligned with the manager or organization's objectives.
Start by fostering a Growth Mindset – the belief in evolving through continuous effort. Build upon this foundation with a habit of perpetual learning. Together, they form a dynamic engine – automatically propelling individuals toward constant upskilling and reskilling. This narrative of growth unfolds through a mindset, cultivated by habits, and driven by an unceasing engine of learning.
The key to develop new skills while working full time is to have innate hunger to learn from people around you. The colleagues within various verticals of one's team can be a starting point. Collaborate with them to learn, support and share the load of work one might be overwhelmed with. Apply that learning to your work-day and also look at process improvement holistically as a team.
Developing new skills while working full-time can be challenging, but it's definitely possible with proper planning & dedication. Here are some strategies you can use to make the process more manageable. - Take advantage of online courses, webinars & tutorials offered by platforms like Coursera, Udemy, LinkedIn Learning etc., - Use your lunch breaks, short breaks & commute time for learning with audiobooks, podcasts, and language learning apps. - Check if your employer offers any training programs, workshops, or resources that align with your skill development goals. - Cultivate a mindset of learning Remember, consistency is key when it comes to skill development. Small, consistent efforts over time can lead to significant progress.
Learning new skills requires time and commitment, so you need to plan your schedule accordingly. Consider how much time you can realistically devote to learning each week, and when and where you can fit it in. For example, you might use your lunch break, commute, or evenings to watch online courses, read books, or listen to podcasts. You might also block some time in your calendar to work on projects, assignments, or practice exercises. Be flexible and realistic, and don't overcommit yourself.
Remember that your short-term sacrifice will pay off once your reach your goals.Create your “big picture” based on the reasons for learning a particular skill and how it will help you. Set SMAART goals to achieve your long-term goals: S- Specific M- Measurable A- Attributable A- Actionable R- Realistic T- Time-Sensitive As per research, over 36 million individuals only in America lack basic work skills. So, why not start learning something simple yet valuable, such as repairing your car, meditation, financial management, etc. You retain only 10% of what you hear, whereas you remember 80% of what you see. Thus, infographics, charts, illustrations, and dynamic data portrayals are essential to adopt new skills. But do consult with an expert.
Schedule it as the first task of the day to accomplish. Time should be 30mins or even less. It will be a good micro habit to continue over time
Include identified skills relevant to your current role or future career aspirations in your Individual Development Plan (IDP). Clearly outline the workshops, courses, seminars, or certifications you intend to participate in to augment your knowledge and skills. Actively engage in the activities specified in your IDP. Plan your work around the trainings you intend to attend. Utilize tools such as calendars, task management apps, or project management software to effectively manage deadlines and activities. Remain flexible and adaptable to changes in your career or organizational priorities. Treat your IDP as a dynamic document. Remember to recognize and celebrate your accomplishments along the way! :)
Before embarking on any learning initiatives, it's crucial to start with a well-thought-out plan that outlines how the learning process will unfold. Upskilling goes beyond formal education, and alternative strategies like exposure (having a mentor) and gaining experience through relevant projects play a key role. Understanding this dynamic helps in crafting an effective and varied schedule. This approach ensures motivation by building a strong support system, where mentors and hands-on projects contribute significantly.
The best moments to put in some learning is in the morning before taking off to work (set your alarm 30min sooner) and (if you are not a remote worker) during commute. I commuted 1-2hours per day and spent the time listening to audio books and podcasts. Do this for 150days/year, that will be min. 200hours of education.
There are many ways to learn new skills, but not all of them are suitable for your needs, preferences, and budget. You need to choose the resources that match your learning style, goals, and level of expertise. For example, you might prefer self-paced online courses, live webinars, coaching sessions, or peer-to-peer learning platforms. You might also look for free or low-cost options, such as MOOCs (massive open online courses), podcasts, blogs, or YouTube videos. Alternatively, you might ask your employer for support, such as tuition reimbursement, mentoring, or access to internal training programs.
Chosing the right resource is key in the development of the individual learner, as they all have different preferences. Obviously for big corporations the easiest is to role out one training globally as an e-Learning. Which is clearly okay for topics applicable to all employees. But sometimes a simple learning nugget or microlearning pathway (bringing a few nuggets under one umbrella) would allow the learner to continues learn and be in the topic, rather than doing one giant programm and forget about it two years long. I am confident, that SMEs and developers would find good solutions if they come away from the traditional path and find product-emphasizing solutions. And don't forget branding while doing it!
Selecting the appropriate resources, such as reputable books, online courses, industry-specific forums, or mentorship programs, significantly aids in skill development.
Everyone learns at their own pace and selecting the right resource for upskilling is crucial, as the choice of learning materials and platforms significantly impacts the effectiveness of learning journey and the outcomes. There are some key points one can keep in mind while selecting a learning resource: - Reputation and credibility of the resource; reviews, testimonials and industry endorsement - Evaluate the course content and curriculum; ensure that it is up-to-date - Courses that emphasize real-world application of skills - Interactive learning - Cost and value for money
Go for the free learning resources first especially if your enterprise has purchased licenses on. It will also keep a record of what you have learned so far
Personalized learning paths are key to success. Tailor resources to match your style, goals, and budget. Whether it's self-paced online courses, webinars, peer-to-peer platforms, or seeking employer support, choose what aligns best with your needs. There's a wealth of free or low-cost options available—MOOCs, podcasts, blogs, and YouTube—to explore. The right fit makes all the difference!
Learning new skills is not enough; you need to apply them to your work and get feedback on your performance. This will help you reinforce what you learned, identify your strengths and weaknesses, and improve your confidence and competence. You can apply what you learn by taking on new tasks, projects, or roles that require your new skills, or by sharing your knowledge and insights with your colleagues, managers, or clients. You can also seek feedback from your peers, mentors, instructors, or customers, and use it to improve your skills and outcomes.
Learning, applying and consolidating (LAC) is the answer. On the job learning is smart thing to do. You earn while you learn. Learn new tools that can improve quality and productivity. Apply to the current job. Consolidate and reap the benefit (of automation). On a lighter note, this is where I support Mr Narayan Murthy’s view. Work 70 hours a week. 45-50 hours for the company you work for. 20-25 hours for your self-development. Any good company will like this attitude of employees; learning by employees ploughs back to its earnings. If the company does not support, quit the company and look for one that supports the philosophy ??
I have conducted several surveys about training material from a range of different providers and content sources. They have all returned the result that the participants wanted to have more hands-on experience! I think this is because people need to go through the actual actions in order to feel like they are able to perform the function or use the skill. Otherwise we are just providing "nice information".
Thanks Damodar, Confucius’s saying on ‘ what I hear i forget, what I see I remember, what I do I remember’. Experiential learning is the key.
Learning = behavioral change, which means practice! Behavioral change is essential because it bridges the gap between acquiring knowledge and applying it effectively in various aspects of life. It's the practical manifestation of learning and a key driver for personal and professional growth.
Tell your manager or coach when, how, where to apply your new learned knowledge or skill. Get them involved as your accountability partner and also provide good feedback
Learning new skills is not a one-time event; it is a continuous process that requires curiosity, dedication, and adaptability. You need to keep learning to keep up with the changing demands and opportunities of your career and industry. You can keep learning by reviewing and updating your goals, exploring new topics and trends, expanding your network and sources of information, and challenging yourself to step out of your comfort zone and try new things.
En fait, sortir de sa zone de confort permet toujours de s'améliorer. Les mutations du contexte et de l'environnement de travail font toujours émerger de nouveaux défis, de nouveaux enjeux qui vous poussent à vous adapter et l'adaptation passera par l'acquisition de nouvelles connaissances, de nouvelles compétences et parfois d'attitudes qui pourront vous permettre de vous surpasser
Learning is a continuous process and it never goes to waste! Keeping yourself updated about the latest trends and developments in your area of interest and expertise and also continuously upskilling yourself will keep you ahead of the competition.
An example of a good way to start learning at your current job is to use learning platforms such as Udemy, SkillShare, or another one that will allow you to achieve your career goals. It’s a great idea to step out of your comfort zone and enjoy the process of learning new skills. Another way is to be part of a community of people who have the same goals passions, and perspectives as you, using Social Media (for example, LinkedIn communities or LinkedIn Premium, using LinkedIn courses) that allow you to learn new interesting things and skills in your domain or another domain that you are interested in.
Set the down season to be your learning season, I.e December season is great for self development and catching up on postponed learnings
Learning can (and does) happen anytime, anywhere. Here's a few strategies to keep learning: (1) Get into the habit of relating whatever you're watching, reading, and / or scrolling through to what you already know - use an app like raindrop.io to curate your lists. (2) Set aside time - even if it's just 5 minutes a week! - to curate content. (3) Follow someone (or a group) and click the content links in their posts. (4) Search the podcast platform of your choice and download something new to listen to each week - keep going until you find one (or more) to subscribe to. (5) Use futureme.org to hold yourself accountable.
I find that it’s helpful to learn and apply new skills when management is supportive of upskilling and continuously promote taking at least one hour a week towards your own professional development. You’ll know it’s becoming part of the culture when you’re encouraged to share what you learned with the team. If you’re in the interview process for any role, be sure to ask your hiring manager about opportunities for professional development within and outside the organization.
It is important to have a strategic approach to learning, but it is equally important to remain flexible. After obtaining your diploma, degree or certificate, I suggest focusing on microlearning that caters to specific needs. This involves breaking down complex topics into small modules that can be learned in short intervals. Microlearning is particularly effective for intense learning sessions that can be applied immediately. Additionally, on-the-job training should not be overlooked. You may consider volunteering or requesting to participate in different projects or rotating within the organization to learn new skills while performing regular duties. This approach can be especially effective when paired with mentorship or coaching.
Assistant Teaching Professor at the Department of Mechanical and Manufacturing Engineering
The management must be on board regarding the necessity of professional development. The rest is dedication to continual improvement. Otherwise, you will get dusty and your work will fall under the bar.
It depends. Are the new skills related to the role that the employee is currently doing? If yes, the employee can look for ways to practice those skills in a relatively low risk environment. Learning something new can be both exciting and scary, because before new skills are acquired, sometimes mistakes are made during the learning process. So practising in a low risk environment helps because there is no significant impact should mistakes happen. If the new skills are not related to the role at all, then there is no other way than finding some time outside working time to learn those new skills.
Microlearning is a game-changer in professional development and offers a strategic solution for skill acquisition within the confines of a full-time job. This approach, characterized by short, targeted bursts of learning, aligns seamlessly with the fragmented nature of modern work schedules. To harness the power of microlearning, professionals should define focused objectives, curate relevant content, establish a consistent routine, leverage interactive tools, and actively apply learning to real work scenarios. By integrating microlearning into daily life—utilizing downtime, lunch breaks, and commutes—individuals can achieve continuous skill development with minimal disruption.