Professional Development: Who Is Responsible?
As downsizing, layoffs and repositioning of assignments occur, this is an opportune time for you to show your real value to the company by taking charge of your own professional development. While it is prudent for a company to provide adequate opportunity for employees to receive professional development and training, in stressful economic times, training and development are seen as expendable luxuries. Employers will bare the costs for training on the use of new equipment or federally mandated initiatives but employers often feel employees are responsible for their own work knowledge and ascent in the company.
Despite popular belief professional development is more an employee responsibility than an employer obligation. Pick up any publication with job related articles and you would find an article about how to improve your work skills. Furthermore, colleges are betting their advertising budgets on your willingness to seek job security by returning to school. Have you noticed the overabundance of colleges advertising “professional friendly” courses and degrees? Have you considered whether it is feasible for you to go back to school as part of your professional development plan? Here is a cautionary tip for the forward thinking professional. Develop an inventory checklist of the following issues before making a decision about returning to school.
- current business climate in your organization
- assess present product delivery and effectiveness
- outline personal skill sets and personal needs for improvement
- review available company training opportunities
- examining departmental openings
- research costs, company reimbursement, time and fit of outside education
The checklist will provide enough information for you to set up a needs assessment that will match the company needs with your professional development needs. This piece is critical because the cross checking provides the answer to increased efficiency and possible better profits for the company. You have an opportunity to be empowered through real knowledge about the company and where you can effect change.
Imagine being able to inform your employer about what areas professional development is needed and at what cost based on an actual employee initiated analysis? The experience is bound to be positive even if the employer is unable to provide the reimbursement funds or time for you to accomplish the objective. The employer will get a chance to see you as an initiator and a leader. You have in essence created your own professional development opportunity. And in tough economic times you want to be noticed for your initiative. The pay off for taking control of your own professional development has the potential to enhance your career.
