How do you share your staff development achievements with stakeholders?

1 Identify your stakeholders

Your stakeholders are the people who have an interest or influence in your staff development activities and outcomes. They may include your managers, peers, clients, partners, funders, or regulators. To identify your stakeholders, you can use a simple matrix to map them according to their level of power and interest in your staff development. This will help you prioritize who you need to share your achievements with, and how much detail and frequency they require.

2 Align your achievements with their goals

Once you have identified your stakeholders, you need to understand their goals and expectations from your staff development. What are their pain points, needs, or challenges? How does your staff development address them? How does your staff development align with their strategic objectives, values, or vision? By answering these questions, you can tailor your achievements to show how they benefit your stakeholders and add value to their work.

3 Choose the right format and channel

Depending on your stakeholders' preferences and availability, you can choose the most suitable format and channel to share your achievements. For example, you can use a report, a presentation, a newsletter, a blog post, a video, or a podcast to showcase your achievements. You can also use different channels to reach your stakeholders, such as email, intranet, social media, webinars, or meetings. The key is to use a format and channel that is clear, concise, and compelling for your audience.

4 Use evidence and stories

To make your achievements more credible and memorable, you need to back them up with evidence and stories. Evidence can include data, metrics, feedback, testimonials, or awards that show the results and impact of your staff development. Stories can include anecdotes, case studies, or success stories that illustrate the challenges, actions, and outcomes of your staff development. By using evidence and stories, you can demonstrate the value and relevance of your achievements to your stakeholders.

5 Invite feedback and dialogue

Sharing your achievements is not a one-way communication. You also need to invite feedback and dialogue from your stakeholders to understand their perspectives, concerns, or suggestions. You can ask them open-ended questions, solicit their opinions, or encourage them to share their own experiences or achievements. By inviting feedback and dialogue, you can build rapport, trust, and collaboration with your stakeholders. You can also use their feedback to improve your staff development and address any gaps or issues.

6 Celebrate and acknowledge

Finally, sharing your achievements is also an opportunity to celebrate and acknowledge your staff development efforts and successes. You can express your gratitude, appreciation, and recognition to your staff, managers, peers, or partners who contributed to your staff development. You can also celebrate your achievements by rewarding yourself, your staff, or your team with something meaningful or fun. By celebrating and acknowledging, you can boost your morale, motivation, and confidence in your staff development.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?