It’s always a little baffled when people say their organizations don’t support professional development activities like attending conferences or other educational events. Continuous learning offers a clear benefit for both the individual and the company.
However, professional development also requires an investment. It costs both time and money for the participant and, as an employee, that’s a burden you probably want to share with your employer. After all, the skills you develop are yours to keep but, obviously, you’ll use them immediately in your organization as well. It’s a win-win, so why wouldn’t a company want to support it?
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Indeed, whenever it comes to requesting time and money from a business, there are hurdles to overcome. So, the next time you have a conference, training event, or some other professional development activity you’d like to participate in, here are some strategies for getting leadership to buy in.
Create a Business Case
Before you do anything, create a clear, concise argument for the investment you’re seeking. Remember that your business leaders are mandated to use organization resources wisely. They need to see, in real numbers, what’s in it for the company.
How will this investment of time and money pay off? What specifically will you gain and how will that newfound knowledge be used to create tangible value for the organization? In essence, what is the expected return on investment and how will you personally ensure it?
If you can’t answer these questions, you have no business requesting support in the first place.
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Share the Burden
Of course, it would be ideal if your organization agreed to cover all costs and pay you for your time while participating in professional development. However, that’s a very big request. When you factor in the cost of the event, travel, lodging, meals and other associated expenses, such activities can be quite expensive.
Remember that professional development is a two-way street. When done well, both parties win, so it often makes sense to share the financial burden. What is this really worth to you? If you’re not willing to chip in, perhaps it’s not the right investment for your organization either. By showing that you’re willing to accept a portion of the responsibility, you demonstrate your belief in the value of the activity.
There are many ways you can structure such a mutual investment. For example, perhaps you can agree to use your paid time off or pay half the cost of the ticket from your own pocket. Maybe you can donate your personal frequent-flier miles to cover the airfare. The options are endless so get creative and put some skin in the game.
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Spread the Love
This final point is a great way to help your organization get more bang for their buck. Create a plan to help spread your newfound wisdom to other employees. After completing your professional development activity, organize a lunch-and-learn or similar event to share what you’ve learned and discuss application possibilities. It’s a great way to reinforce your own learning while exponentially increasing return on investment for the company.
Hopefully these suggestions will inspire you to take advantage of the many great learning opportunities that exist to help you grow as a professional. Ideally, the investment should be a shared responsibility between employee and employer. However, if it’s just not possible, consider taking the leap with your own resources. Investing in yourself is always a smart choice for the future.
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3 Strategies to Get Leadership to Buy in for Professional Development originally appeared on usnews.com
