Lessons Learned Key Success Factors in Fostering Professional Development
Develop universal organizational goals that are reflected in individual performance appraisal. Everyone sharing a goal and working towards the goal reinforces your culture.
Build concept of growth and development into core expectations of roles and incorporate it into performance appraisals/goal setting for the year. If training is a part of the plan, ensure they are able to apply their new skills in their work. Revisit the professional development plan regularly, every 3 months is recommended.
Always encourage staff to challenge their potential by taking on special projects when possible. Connect these special projects to the employees performance plan for the year.
Establish a workplace culture and supporting structure that encourages peer-to-peer mentoring. As the ED, be prepared and open to coach and mentor your managers and encourage them to follow your lead with their team.
Always remember to congratulate staff on completing training programs and re-iterating how important their accomplishment is to the overall standard of service delivery. Give opportunities for staff to pass along learning in structured settings.
Look at succession planning for all key positions within organization, rather than just senior leadership. For example, if your payroll person was to leave tomorrow, who would be able to produce payroll?
Cross train staff in various roles and goal setting and take some time with them to reflect on their career plans after the experience. Ensure that development choices are made as part of a clear development plan.
Take advantage of training opportunities offered by funders (e.g., The United Way, or community groups (e.g., the Volunteer Centre). Foster small-scale professional development opportunities such as “lunch and learn,” and don’t forget about group learning / development projects.
