Talking about your professional development with your leader can feel daunting. You might worry about coming across as too ambitious or struggle to find the right words to ask for support. But taking ownership of your growth is essential to staying engaged, motivated, and continuously learning.

In our recent Leadership Unlocked episode, we explored how to navigate these discussions from both the team member’s and leader’s perspectives. Below, we break it down into actionable steps to make these conversations easier and more productive.

For team members: preparing for the conversation

Before you approach your leader about your professional development, here are some steps to help you get started:

• Self-reflection: Identify what you enjoy most in your role, what you excel at, and where those two things intersect.
• Gather feedback: Seek input from your leader, colleagues, or mentors about your strengths and areas for growth.
• Define your goals: Consider both short-term and long-term objectives. What do you want to achieve in the next few months? Where do you see yourself in a few years?
• Take the initiative: Don’t wait for an annual review. Schedule time with your leader to discuss your development if you don’t have regular one-on-ones in place already.
• Be clear about your ask: Whether it’s training, mentorship, or exposure to new projects, outline what support you need to grow.

During the conversation

Once you’re in the discussion, here’s how to make it effective:

• Be open and honest: Share your goals and any challenges you’re facing.
• Link development to team goals: Show how your growth benefits the team and organisation.
• Address potential barriers: If cost is a concern, explore internal training, mentoring, or stretch assignments.
• Ask for guidance: Leaders often have insights into opportunities you might not be aware of.

For leaders: supporting your team’s development

As a leader, you play a crucial role in fostering a culture of growth. Here’s how you can better support your team members:

• Listen with curiosity: Assume positive intent and seek to understand their goals.
• Make it a two-way conversation: Collaborate on the plan rather than dictating their next steps.
• Be realistic and transparent: Don’t make promises you can’t keep – work within what’s possible.
• Leverage internal resources: Encourage cross-training, mentorship, and internal development programs.
• Check in regularly: Development isn’t a one-off discussion – incorporate it into your regular one-on-ones. If you’re not having effective one-on-ones with your team, here’s a toolkit on how to get the most out of your meetings.

Staying on track

Once you’ve created a development plan, staying committed can be challenging. Here are some ways to maintain momentum:

• Break goals into milestones: Identify small, achievable steps to build progress over time.
• Celebrate wins: Acknowledge and reward growth, no matter how small.
• Stay flexible: Plans can evolve, so be open to adjusting the plan as needed.
• Hold each other accountable: Leaders can act as accountability partners, checking in on progress.

By making professional development an ongoing dialogue rather than a one-time discussion, both team members and leaders can create a culture of continuous growth.

So, take that first step – start the conversation, take ownership of your path, and invest in your future success!