What is something you are good at and continue to invest in learning how to do even better? How does it feel when you have invested your time and money in that learning only to find out that everyone else learning beside you is a beginner and you will be spending your time and money on things you already know?
What about something that you are just starting to learn? How does it feel when you have invested your time and money on learning that thing only to find out everyone learning beside you is at an intermediate level or higher and you will be spending your time and money feeling lost and overwhelmed?
Neither of these situations is ideal for learning, of course, and unfortunately both are extremely common. In learning environments from community centers to public schools to professional development, we often find ourselves in classrooms and Zoom breakout rooms that are not conducive to our learning.
When choosing to learn something in our personal lives- like a language, musical instrument, or craft- we do our best to choose a topic, level, and medium that best matches our interests, preferences, schedule, and current capabilities. When it comes to professional development, however, we are rarely given that same choice.
In professional development, everyone on the team generally participates in the same training at the same level at the same time via the same method, regardless of interest, preference, schedule, or skill level. This is ineffective, inefficient, and thankfully, not the only way to do it. There is no reason we cannot take the same approach to professional development as we do to our personal one. Differentiating growth opportunities while giving staff more say in what they are learning is a simple and effective way to empower your team to grow and develop in a way that works best for them.
There will undoubtedly be some trainings and experiences that all your staff will need to take together so everyone is on the same page. In addition, there is a natural and important level of team and relationship building that can occur anytime everyone is together. These growth opportunities should not be ignored or eliminated, but they should not be the only option either. Staff should also have the opportunity to customize what they are learning, how they are learning it, and when they are learning it based on their goals, strengths, and needs.
As the team leader, you can structure individualized professional development in whatever way makes sense for you and your team. If you have the authority, give each staff their own budget to give them autonomy as well as experience working with a budget. That autonomy does not need to be- and most likely should not be- unlimited. Consider what parameters you want to put in place.
You may also want to take this opportunity to require some exploration of new methods of professional development for your staff. This could be in place of or in addition to the trainings and conferences you are all used to. Although trainings and conferences are two wonderful types of professional development, they are by no means the only ones.
People learn in all kinds of ways through all kinds of methods: reading books, blogs, and articles; watching documentaries, YouTube channels, and TED talks; listening to podcasts; taking courses; joining Mastermind groups; observing others and being observed; being mentored; and on and on. Encourage your staff to try these different methods to find out what works best for then.
There will likely be types of professional development they have never tried before and may even be initially uninterested in, but part of their learning and growth can be in discovering new ways to learn. We do not know what we do not know, and introducing your staff to a new way of learning may be the most important professional growth you can provide.
In all these ways, you can enhance your professional growth as well. How can you hold yourself accountable to invest in your own growth and development? How can you ensure you are modeling what you are asking of your staff? How can you explore and discover this new approach together?
Another great opportunity when it comes to professional growth is using what you already have. So often we turn externally for professional development which can be great, but again, is not the only way. There is great wisdom and expertise in your own team that you should not overlook. There are ample opportunities for observations, training, and mentoring among members of your own team including you.
Utilizing the gifts and strengths on your team has additional benefits of providing added responsibilities that can provide wonderful alternative paths to promotion. It also helps with team and relationship building, and of course, no one is going to know the nuances of your team like your team itself.
Helping your team learn and grow is one of the most important parts of your role as a team leader. Continuing to invest in your own learning and growth is one the most important parts of your role as a team leader. Consider a different approach to make professional development more meaningful by expanding the possibilities and giving your staff more ownership. Showing your staff you trust them while providing enhanced opportunities for more impactful growth will benefit you, your team, and each member of it.
