For Managers

For Managers

We have been asked to help our team members to plan their professional development, but this is an opportunity to do more than just check PD off your todo list.

For one, professional development increases what our team can do, and increases the efficiency of this work. In a time of being asked to do more with less, professional development is a way to achieve that goal.

But more importantly, our support to our team toward their meaningful professional development opportunity is a way to make our direct reports feel more fulfilled. At the ITLT retreat on February 25th, Ray gave us each a book titled, “Wellbeing: The Five Essential Elements”. I encourage you to reread the section titled “C: Increasing Wellbeing in Organizations: The Role of Managers and Leaders”, starting on page 133 (Or read this section on Google Books).

When managers and leaders invest in employees’ wellbeing, they are likely to influence organizational growth in the process. When we asked employees the question about whether their manager cares about them as a person, we found that people who agree with this statement:

• are more likely to be top performers

• produce higher quality work

• are less likely to be sick

• are less likely to change jobs

…What’s best for the employee isn’t at odds with what’s best for the organization

Rath, Tom & Harter, Jim (2010). “C: Increasing Wellbeing in Organizations: The Role of Managers and Leaders”. Wellbeing: The Five Essential Elements. Gallup Press. pp. 135. ISBN 978-1-59562-040-8

Your individual staff are responsible for coordinating their Learn IT planning, but you should be ready to discuss your side of their development. You will have to approve the plan before it’s passed on to the CIO for final approval, so use the time before the official Learn IT plan submission to make sure it meets the needs of your team member, as well as the department.

Illustration of two people looking at a computer

Some questions to discuss with your team members.

  1. What do you see as your team member’s strengths and talents?
  2. What potential do they have for future career development?
  3. What do you see as the areas that would be beneficial for your team member to learn more about, in general?
  4. What specific professional development activity or activities would meet the needs of both your team member and your group?
  5. What problems might be road blocks for approval of the plan by IT leadership? What strategy and justification can you two come up with together for your formal proposal, to account for these problems before it’s submitted?
  6. What is the timeline for your team member to finish their work on researching and developing their Learn IT plan proposal and request form?

You might also look at the page titled Talking To Your Supervisor, as it will give you some insight into your team member’s perspective on the development of their Learn IT plan.