Your team is aiming for career growth. How can you ensure they have the support and resources they need?

Ao longo de minha trajetória pessoal e profissional, sempre apoiei e incentivei meus colaboradores a investirem em seu próprio desenvolvimento por meio do aprendizado contínuo. Para assegurar a eficácia dessa abordagem, criei um ambiente de confian?a onde discutíamos temas como família, estudos, desejos e aspira??es. Com base nessas conversas, elaboramos planos personalizados de desenvolvimento pessoal e profissional. Em várias ocasi?es, desenvolvi fun??es ou tarefas específicas para atender ao estágio atual de cada pessoa. Esse processo sempre foi extremamente gratificante para mim. Acredito firmemente que o conhecimento é uma fortaleza e um bem eterno.

Training and Development Regular Training Sessions: Organize workshops and training sessions to improve their skills and knowledge. Cross-Training: Allow employees to learn different roles within the department to broaden their expertise. Focusing on training and development will equip your team with the skills and knowledge needed to advance in their careers, fostering both personal growth and organizational success.

Provide Training: Offer courses and workshops to learn new skills. Give Feedback: Regularly tell them what they’re doing well and where they can improve. Set Clear Goals: Help them set and understand their career goals. Mentorship: Pair them with experienced mentors for guidance. Encourage Learning: Support them in reading books, attending conferences, or taking online classes. Offer Opportunities: Give them chances to take on new projects or roles. Listen: Ask them about their career dreams and how you can help. Work-Life Balance: Ensure they have time to rest and recharge. These steps will help our team feel supported and ready to grow

Work with each team member to create a personalized development plan that outlines their career goals, skills they need to develop, and steps to achieve those goals. Schedule regular one-on-one meetings to discuss progress, provide feedback, and adjust the plan as necessary.

De certa forma o desenvolvimento pessoal é benéfico para ambas as partes, tanto para o colaborador quanto para a empresa que consegue extrair o melhor de seu funcionário, ao longo de minha trajetória profissional usava da seguinte frase para motivar minha equipe a se desenvolver: “conhecimento é um alimento o qual nunca te sacia”, e “ninguém sabe tanto que n?o possa aprender mais”, no mundo corporativo em que vivemos hoje, os processos mudam numa velocidade t?o grande, que o que era novidade ontem, amanh? já estará defasado, novidades surgem a cada minuto, e um colaborador antenado nas tendências do mercado nunca ficará para trás.

I agree with this point , identifying the team capabilities and skills based on their performance and guiding them through coaching and development plans that will support them in the future is very important

Understanding your team's strengths and weaknesses gives you the ability to teach new things, align important tasks with people who are properly skilled, and keep instances of failing to a minimum. Having a map of their progress in these skills also helps you place the right mindsets in the right roles and even help them plan for a possible future they may have never considered.

It is important to know each own strengths and weaknesses, and your core skill set. Be honest about the competency level of each member. Using and placing the correct talent in the right tasks and job scope will better enhance their productivity and work effectiveness. Remember that no one can do everything well , thus having a true and accurate assessment of each skill set is vital for a top performing team.

Training programs can have great success IF....... - the content is relevant to the work - real time scenarios and examples are up for discussion. - adult learning principles are adhered to. - they empower rather than patronise.

One of the most important aspects in building a culture of mentorship, is empowering individuals at every level of the organization with the most possible decision making authority. When you hire great people, but refuse to give them the tools they need to make decisions, you communicate that your true value for them is low. Even if you’re hiring them for “transactional roles” it’s incredibly important to find opportunities to let them lead. Creating “team lead/captain/SME“ positions within a group is powerful too (even if not a formal/title/grade). Informal leaders can often be just as effective as formal - but don’t use informal leadership as an excuse to not fill truly needed leader roles either! Don’t be too insecure to EMPOWER!

Mentorship is by far THE most powerful tool you have as an organisation wanting to empower and inspire your people to operate at their best and strive for growth BUT give your staff the time to find their mentor. Too often I have seen organisations 'give' a mentor to new staff members without any consideration to the importance of mutual respect, trust and psychological safety.

Passei por muitas empresas as quais n?o tinham política de feedback, e muitas n?o entendiam a importancia desse processo, seja para o colaborador, que gosta de ouvir de sua gest?o como está seu desenvolvimento para que assim corrija suas deficiências, e busque se desenvolver ainda mais, quanto para o gestor, que se sente privilegiado ao ser elogiado por sua equipe, e que tenha empatia com as críticas para melhorar como líder, tal prática pode reduzir significativamente o turnover de uma empresa, pois da tempo de agir na raiz do problema enquanto há tempo, reduzindo os custos de um desligamento e uma reposi??o.

Defining the Career Path and setting Goals for the team is one of the essentials required for the growth and development of the team member and also for the department. Each member should have job clarity from the very first day in the department with realistic expectations. Regular meeting and sharing constructive feedback by the reporting manager is one of the key ingredients for the success story of the team members. It is equally the responsibility of the manager to understand the expectation of the team members and design the learning path accordingly for the individual. Support the employee in learning new skills and assign and delegate tasks that will motivate the employee to learn and explore new ideas and improve productivity.

é comprovado que uma empresa que tem um plano de carreira bem definido consegue extrair o melhor de seus colaboradores, ainda mais por uma concorrência leal por uma promo??o, em vista que há locais, onde seus funcionários, se qualificam, desenvolvem, buscam obter os melhores resultados em seu setor, e muitas vezes nem um obrigado recebem, fazendo com que os mesmos fiquem desmotivados. Ao saberem, seja por um RH participativo, ou até mesmo por motiva??o de seus gestores, a abertura de vagas as quais podem ser preenchidas por meritocracia, desafia o colaborador a se destacar entre seus pares.

En mis experiencia como mentora, todas las personas quieres crecer profesionalmente, sin embargo, no se han dado cuenta de que necesitan una estrategia para poder "pedir" ese cambio: - Mejora tu comunicación - Involúcrate en los procesos ajenos a los tuyos - Profesionalízate Es importante que las personas dejen de buscar los "qués" y se preocupes por los "cómos" :) ?Quieres saber como?, ?llámame!

Something else to consider is to set up a safe space for your direct reports. Allowing them a space to feel comfortable enough to share where they're at, both good and bad, helps strengthen your team. I've always made sure my direct reports have time and space to share how they feel, where their mind and heart is, as well as where they want to be and see themselves. Doing this has lead to my team being fearless when scary large scale projects come into play for them.