Emerging leaders know the importance of investing in themselves to stay competitive. They’re looking to learn, grow, and discover who they are professionally and make their mark. But they sometimes hit some misconceptions and perceived roadblocks.
Separating Fact from Fiction to Seize the Opportunity to Level Up
As someone who has served as a Chief People Officer and Chief of Staff, I can tell you the absolute truth: Organizations, both large and small, allocate budgets for employee development. These funds are intended to nurture talent, increase employee retention, prepare future leaders, and enhance the skills of existing ones.
Here’s where aspiring leaders tend to make some incorrect assumptions:
- They believe that training must be internally offered by their company and they aren’t allowed to pursue external training programs.
- They are unaware that most companies have money set aside for each employee specifically earmarked for training and development … often more than $1,000 per employee.
- They don’t consider the “use it or lose it” factor associated with the allocated training and development budget per employee, meaning if it isn’t used it doesn’t carry over into the next year and part of your employee benefits are simply lost.
- They are under the mistaken impression that it’s in poor taste to ask to use the budget available for professional growth.
The sad news is that this money for training and development is widely underutilized (not even 50% of the budget is spent in some cases) or goes completely unused altogether!
Unlock Your Access to Growth and Learning
So, how do you go about taking advantage of this often-unused employee benefit to set yourself up for the future? Just follow these simple steps:
- Speak with Your Manager: Schedule a meeting with your immediate supervisor to discuss your career goals and the specific training or courses you’re interested in. Express your commitment to your role, the team, and your company.
- Consult your HR Department: HR professionals understand the importance of employee development, have a keen eye toward employee retention, and want to increase skills within teams. Reach out to your HR representative to inquire about available training budgets. They can guide you on the company’s policies and procedures for accessing these funds.
- Explore Available Learning & Development (L&D) Resources: These departments specialize in nurturing employee growth and typically have money allocated to support this mission. If your organization has an L&D department, connect with them to explore the training opportunities they offer and inquire about the available budget.
- Make a Business Case: When seeking financial support for training, it’s crucial to make a strong business case. Explain how the training will benefit your role, the team, and the organization as a whole. Highlight the return on investment. (Most training classes provide this information to help you make your case.)
Find the Right Program to Fit Your Goals
So, are you ready to step into your future? Get clear on your career goals and who you are as a leader. And if you’re not sure where to start, explore programs like the E3 Leadership Bootcamp and take the first step on your leadership journey.
Whether you’re seeking to prepare for a promotion, increase your value to your employer, or secure your future within the company, remember that the budget may already be there, waiting for you to seize the opportunity. Companies are more willing to support your growth than you might think. By proactively accessing these funds you can unlock a world of possibilities for your professional development.
Seize the opportunity, invest in yourself, and change the game!
