People that work in L&D don’t get enough development.
Their entire career focuses on helping other people to get better at what they do. But most of the time, they have to own their development or they don’t get any.
They can complete certifications. Go through courses. Join a mentorship group. Or read a book.
Those things are all great. But L&D leaders must evaluate work, provide feedback, and offer development paths.
While the roles and scope of work may differ, here are some simple ways to do this:
1️⃣ Have a clear and objective way to measure work.
2️⃣ Regularly evaluate performance and provide specific and actionable feedback.
3️⃣ Provide Development paths and work to help your people get better.
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