How can you ensure your team members know about career development resources?

Career development has to be a self driven process where the individual owns his/her growth. As a leader my main responsibility has to be to create proper awareness and enable the team to understand their future goals. Once they understand their needs and wants they have their internal drive that is not very resource hungry. Learning then becomes fun and we find ways to do that to satisfy our hunger. Drive learning; stop running after the training

As a HR professional, Day to day communicate with the employees about their aspirations, career goals and resources. After knowing that part, create a culture in the organisation that they can easily talk about. So, basically clear communication takes a main role to ensure what kind of career goals, aspirations they expect in the future. Also as a HR, I make sure that they can get within the organisation. So, good talent keep in the company for better future.

L&D will always support one in the path of growth...we have experienced from executing everything on papers to totally moving forward to digitization. Thus time has come to foster the need of learning and being updated with the current industry trends for career development. It has never been a cup of cake but with clear mindset and set career targets one can climb the ladder of success.

Outra maneira de garantir que os membros da sua equipe saibam sobre os recursos de desenvolvimento de carreira é incentivá-los a buscar oportunidades de aprendizado e desenvolvimento. Você pode ajudá-los a encontrar cursos, workshops, webinars ou certifica??es relevantes que possam aprimorar suas habilidades e conhecimentos. Você também pode sugerir que eles participem de redes profissionais, programas de mentoria ou projetos multifuncionais que possam exp?-los a novas perspectivas e experiências. Você também pode reconhecer e recompensar suas conquistas e contribui??es, e fornecer feedback construtivo e orienta??o ao longo do caminho. Ao incentivar o aprendizado e o desenvolvimento

One thing or firm tries to do is implement a summer program where a small group of people get together and choose a book or webinars that have soft skills based topics. After viewing the material we spend one hour a week discussing what we've learned. We then advocate applying these skills. It has had a very positive impact, and allows people to develop new skills with the support of a like-minded group.

Leaders can use this methods to encourage career transitions within their teams: 1. Start the conversation. Encourage a discussion about the types of work that drive your employees. 2. Do not become defensive, confrontational, or passive aggressive. It will assist you in best guiding them, potentially leading to increased engagement and performance in their current work. 3. Don't drive; instead, support. The leader's role is to provide support, structure and responsibility, and connect employees with resources. 4. Explore on a regular basis. Regular check-ins show the employee that you care and are interested in them. 5. Tell them about your own career history, including both great and negative situations, what worked and what didn't.

Es importante que sepan que la movilidad puede ser en varias direcciones no sólo vertical. Puede haber crecimiento en el rol, un nuevo rol, hacer un cambio de carrera, realinear la carrera o hacer un movimiento lateral. A veces sólo con abrir las opciones ayudamos a que definan sus objetivos de largo plazo, y los pasos intermedios que hay que dar para lograrlos.

To effectively support your team members in their career development, it's important to ensure they have easy access to relevant information and tools. Share details about the organization's career development policies, such as tuition reimbursement, career counseling, and succession planning programs. Direct them to both internal and external resources, including intranet portals, newsletters, websites, and apps that offer valuable career management tools. Keeping them updated on any changes or new developments that could impact their career prospects ensures they remain informed and proactive. By providing these resources and keeping communication open, you help your team members stay engaged and make well-informed decisions.

Se puede usar el modelo 70:20:10. El modelo considera que el aprendizaje debe provenir de diversas fuentes: El 70% de tareas estimulantes; El 20% de relaciones de desarrollo; El 10% de los cursos y la formación. SI eso lo traducimos en palabras sencillas se debería ver así: El 70% del aprendizaje es experiencial. Proviene de las experiencias de las personas haciendo su trabajo. El 20% es aprendizaje social o entre pares. Este proviene de tutorías, feedback y de las relaciones con otras personas. Juntos, estos dos tipos representan el aprendizaje informal, que tiene lugar fuera del entorno del aula. El 10% es aprendizaje formal. Se lleva a cabo a través de sesiones de formación.

Previous employer had an SDDN program. "Staff Development & Deployment Network" that worked with the professionals on "knowledge, skills, & abilities" across multiple departments, locations, etc. It was a very structured program, with advisors, mentors, etc to help you develop your full potential within the company. I mentioned in section one that we developed a "Careers Pathway" program for non-degreed employees to help them develop their skills and progress their careers. It was modeled after the SDDN program.

By investing in career development resources, oil and gas companies can upgrade their team's skills, boosting job satisfaction and productivity. This approach also keeps staff turnover low and prepares future leaders, ensuring the company stays competitive. If the company manages its spending well, it can focus more resources on enhancing the knowledge and skills of field staff. This investment in employee growth not only strengthens the bond between the company and its workers but also equips them with valuable skills for their future, whether they stay or move on. It's a strategy that benefits both the company and its employees by prioritizing learning and personal development.

In our Leadership in the Workplace training and competency development program we run with our clients, we focus attention on the frontline leader in regards to them helping their team members develop their skills. Provide the resources and tools they need to build out their #skillset while helping the company grow & be productive. When someone is promoted into a leadership role, they don't normally think; "how can I work myself out of this role." That was the best advice a leader of mine gave me way back when - so find your high potential & start to develop your replacement, so you can be freed up to progress to other areas of the company and repeat the same thing in that role.

Every person having some key strength and weaknesses, as a leader shall act as a mentor to make them to understand their gaps by doing constant reviews and feedbacks In the current generation the big challenges for organisation is keeping team with them, by setting clear goals and career path with forward organisation that issue can be addressed some extent, the same time the individual gets benefitted for their skill development by making strong foundation/specialisation at a selected field Therefore, constant communication of career goals is a benefit for organisation more than individual

Create an environment that empowers employees to design and advocate for the career development resources they need to have a fulfilling career. And have them connect it to the organization’s vision or mission. Individual and organizational growth should be mutually beneficial. Employees often look to their employer to dictate everything that they can or cannot have/do as it pertains to their unique career journey. BUT, career development resources are simply investments made by the organization into their human capital strategy. If human capital is comprised of an individual’s knowledge, skills and abilities (KSA), don’t you think that empowering the diversification of those KSAs can create a competitive advantage?!

Tips for the day. 1. Look for feedback, ?what are resources provided in terms of oral, documented materials. How are they benefited or not? Feedback system very important to move further! ?? see the progress made. 2. Proper communication - ?? Better communication to teammates about resources and create awareness - " Share with them what you are practically experienced?" Example teammates need know about software "Data analysis.", what really, I experienced with it? and suggest MS Power BI