Skill Development Opportunities

Looking to advance your career in 2024? As a business owner, I take note of the individuals who increase their knowledge and develop new skills throughout the year. These are the employees I evaluate first when filling leadership positions because they know our culture, are proficient in their current role, understand what it takes to help others succeed, and have taken the initiative to continually improve their skills and their value within our business.   If you want to advance your career, remember not all training or development programs provide the same value. Just like deciding what capital investments will generate the best returns for a business, you have to identify and evaluate what opportunities provide the greatest return on your investment, both financially and your time commitment.   The snack industry provides a variety of programs with a balance of experiential education, leadership training, collaborative problem-solving, and interactive sessions. Many of our managers have enjoyed the leadership training offered by SNAC International as its programs bring together educational, organizational, and industry experts to provide a holistic perspective. SNAC International also offers advocacy sessions that bring together industry leaders and members of Congress to discuss how legislative policy affects the industry. I strongly encourage employees to seek development opportunities outside industry associations, as well. The Lehigh Valley Manufacturers Resource Center, our region’s chapter of the Pennsylvania Industrial Resource Center Network (IRC) and the Federal Manufacturing Extension Partnership (MEP) programs, offers training opportunities that can broaden an employee’s knowledge beyond their coworkers. Local Chambers of Commerce, like Greater Reading Chamber Alliance and its Family Business Alliance, are also valuable sources for technical training.   Other forums and groups offer continuous training instead of set sessions that are very impactful. These groups provide insights into areas of operation including production, manufacturing, marketing, and more.   The goal is to continually expand your knowledge to increase your value within your business and potentially open new doors for future growth.

This week, I facilitated a manager workshop on how to grow and develop people and teams. One question sparked a great conversation: “How do you develop your people outside of formal programs?” It’s a great question. IMO, one of the highest leverage actions a leader can take is making small, but consistent actions to develop their people. While formal learning experiences absolutely a role, there are far more opportunities for growth outside of structured settings from an hours in the day perspective. Helping leaders recognize and embrace this is a major opportunity. I introduced the idea of Practices of Development (PODs) aka small, intentional activities integrated into everyday work that help employees build skills, flex new muscles, and increase their impact. Here are a few examples we discussed: 🌟 Paired Programming: Borrowed from software engineering, this involves pairing an employee with a peer to take on a new task—helping them ramp up quickly, cross-train, or learn by doing. 🌟 Learning Logs: Have team members track what they’re working on, learning, and questioning to encourage reflection. 🌟 Bullpen Sessions: Bring similar roles together for feedback, idea sharing, and collaborative problem-solving, where everyone both A) shares a deliverable they are working on, and B) gets feedback and suggestions for improvement 🌟 Each 1 Teach 1:  Give everyone a chance to teach one work-related skill or insight to the team. 🌟 I Do, We Do, You Do:Adapted from education, this scaffolding approach lets you model a task, then do it together, then hand it off. A simple and effective way to build confidence and skill. 🌟 Back Pocket Ideas:  During strategy/scoping work sessions, ask employees to submit ideas for initiatives tied to a customer problem or personal interest. Select the strongest ones and incorporate them into their role. These are a few examples that have worked well. If you’ve found creative ways to build development opportunities into your employees day to day work, I’d love to hear what’s worked for you!

11 Proven Strategies for Skill Development Did you know that learning communities can boost not only knowledge but also critical skills like teamwork, leadership, and adaptability? According to a 2024 systematic review by Zamiri & Esmaeili, these collaborative environments are key to preparing learners for the challenges of tomorrow. Key Themes: 1️⃣ Diverse Strategies Drive Growth:  From mentorship programmes and cross collaboration initiatives to gamification and online platforms, the review identified 11 actionable methods that nurture both hard and soft skills within learning communities. 2️⃣ Collaboration is Core:  The most effective communities foster active engagement, peer feedback, and real-world problem solving, creating a dynamic environment where members thrive together. 3️⃣Intentional Design Matters:  Success hinges on clear goals, inclusive culture, and ongoing adaptation. Elements like leadership, recognition, and regular feedback keep communities vibrant and effective. Why is this important? In a rapidly changing world, skill development can’t be left to chance. Learning communities not only enhance individual capability but also build resilient, innovative teams that drive positive change in organisations and society. How is your organisation leveraging learning communities to future-proof its talent and foster continuous growth? Note on Study Limitations: While the review offers a robust framework, it highlights the need for more longitudinal research and cautions that results may vary across different disciplines and contexts.