Professional Development Initiatives

Crawl. Walk. Run. The 3 stages of professional development.👇 -- CRAWL The goal here is to turn self-doubt into self-awareness. 1️⃣ Assessment Start by knowing your baseline. - Strengths - Skills - Opportunities - Gaps Use tools like StrengthsFinder, SWOT analysis, and reflection. 2️⃣ S.M.A.R.T. Goals Define where you're going. Then, turn your career dreams into tangible goals. S - Specific M - Measurable A - Achievable R - Relevant T - Time-Bound 3️⃣ Daily Growth Embrace the Develop Daily concept. - 15 mins / day - Targeted - Time-blocked Make consistency your ally. 4️⃣ Learning Basics Seek out foundational resources: - Courses - Books - Thought Leaders Start paying attention to your peak learning hours and formats. 5️⃣ Internal Networking - Build strong bonds with your team - Ask for introductions from your existing network - Volunteer for an internal organization or project Systematize these efforts. -- WALK The goal here is to turn knowledge into action. 1️⃣ Serious Skill Growth Drive toward proficiency, then on to mastery. 1-2 technical skills. PLUS: - Communication (Writing, Presentation, etc.) - Team Collaboration and EQ - Problem-Solving - Leadership 2️⃣ Growth Mindset Lean into challenges. Back yourself to overcome stumbles and mistakes. Study: - Carol Dweck - Angela Duckworth - James Clear 3️⃣ Mentorship Find yourself a top mentor or coach. Take advantage of: - Their outside perspective - Their years of experience - Their tactical advice Start mentoring folks who are one step behind you. 4️⃣ Learning Science Ground yourself in foundational learning principles: - Microlearning - Spaced Repetition - Active Recall Pair this with a highly-curated list of top resources. 5️⃣ Expansive Networking Get outside your bubble. - Volunteer for industry organizations - Get active and bold on LinkedIn - Join LunchClub -- RUN The goal here is to turn experience into expertise. 1️⃣ Lead Regardless of your role, start leading. - Connect - Support - Inspire Read Simon Sinek, Brene Brown, and Stephen Covey. 2️⃣ Lifelong Learning Expand your daily growth. - Curate top content - Organize and lead conversations - Structure your own unique insights 3️⃣ Share Expand your personal brand. The easiest way? - Share what you know - Share everything you know - Package it in an easy-to-digest format Consider speaking engagements and publications. 4️⃣ Cross-Functional Experience Expand your work influence across departments or organizations. - Take on larger efforts - Engage as a DEI leader - Join a board 5️⃣ Develop Others Pay forward your expertise. - Grow your internal team daily - Mentor and coach - Sponsor rising talent -- Want to talk through your 2024 goals? I'm opening up a few slots in January to connect with folks from LinkedIn. No sales pitch. Just good old-fashioned conversation. DM me if interested.

Fundraisers are reinventing professional development. Forget expensive conferences and generic webinars. The most valuable learning is happening through structured peer-to-peer exchange: Case study circles - Small groups of fundraisers from different organizations - Real-world challenges presented and workshopped - Collective problem-solving with diverse perspectives - Accountability for implementing solutions Skill-swap partnerships - Paired exchanges based on complementary strengths - Direct observation of each other's work - Structured feedback and coaching - Ongoing implementation support Cross-sector learning pods - Fundraisers from different nonprofit sectors - Focus on transferable strategies and approaches - Translation of methods across cause areas - Innovation through unexpected combinations The benefits extend beyond skill development: - Reduced professional isolation - Expanded professional networks - Increased job satisfaction - Accelerated career advancement The most effective fundraisers are building these learning communities intentionally, not leaving professional growth to chance. Tag a colleague who's taught you something valuable about fundraising!

The future of education depends on how well we invest in the people who deliver it. In today’s rapidly evolving educational landscape shaped by AI, digital tools, and shifting learner needs, upskilling our teachers and staff isn't optional; it's foundational. Here are some best practices we’ve found effective: ✅ Make professional development continuous, not episodic Ongoing, embedded learning (coaching, microlearning, PLCs) leads to sustainable growth, far more than one-off workshops. ✅ Leverage technology with intentionality Train staff not just how to use tools, but why, focusing on outcomes like engagement, accessibility, and personalization. ✅ Center learning on real classroom challenges Professional development must connect to what educators face daily. Relevance breeds retention and motivation. ✅ Create a culture of learning at every level When leaders model curiosity and openness to growth, it cascades throughout the organization. ✅ Elevate educator voice and agency Upskilling works best when teachers co-design their learning journeys and feel ownership of their development. What strategies are working in your schools or organizations? I’d love to hear your insights. 👇 #K12 #EdLeadership #TeacherDevelopment #LifelongLearning #ProfessionalGrowth #FutureOfEducation

“Top performers aren't born—they're strategically developed through deep self-understanding.” In the fast-paced world of professional development, self-awareness isn't just an advantage—𝗶𝘁'𝘀 𝗮 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗳𝗼𝗿 𝘀𝘂𝗰𝗰𝗲𝘀𝘀. Understanding of: - your unique strengths, - communication style, - and, core values These can dramatically transform your career trajectory and personal effectiveness. Here are 4 powerful tools to unlock your career potential and get to a better workplace: 1. 𝗖𝗹𝗶𝗳𝘁𝗼𝗻𝗦𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀 Uncover your natural talents and learn how to leverage them strategically. This assessment provides a roadmap for creating a career that aligns perfectly with your intrinsic capabilities, turning potential into measurable professional excellence. 2. 𝗠𝘆𝗲𝗿𝘀-𝗕𝗿𝗶𝗴𝗴𝘀 𝗧𝘆𝗽𝗲 𝗜𝗻𝗱𝗶𝗰𝗮𝘁𝗼𝗿 (𝗠𝗕𝗧𝗜): Gain profound insights into your personality type and its impact on professional interactions. Understanding your MBTI profile reveals critical information about your work preferences, communication style, and decision-making processes. 3. 𝗗𝗜𝗦𝗖 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁: Dive deep into your communication and interaction patterns. This tool is instrumental for professionals looking to enhance team dynamics, leadership skills, and interpersonal effectiveness in complex workplace environments. 4. 𝗩𝗜𝗔 𝗖𝗵𝗮𝗿𝗮𝗰𝘁𝗲𝗿 𝗦𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀 𝗦𝘂𝗿𝘃𝗲𝘆: Explore the fundamental values that drive your personal and professional behaviour. This assessment goes beyond skill sets, helping you understand the core motivations that truly define your professional identity. The real value→ transformative self-understanding. These aren't just personality tests—they're strategic tools for professional development. By gaining clarity about your strengths, tendencies, and core values, you can: → Make more confident career decisions → Find work that genuinely energizes you → Build more meaningful professional relationships → Develop targeted personal growth strategies P.S. Which assessment resonates most with your professional development goals?

Career growth isn’t a straight line—it’s a journey with stops along the way. 👇 Here’s your 5-stop roadmap to professional development: Personal SWOT Analysis ---> Before you hit the gas, identify your strengths (your engine), weaknesses (flat tires), and opportunities (open highways). Career Roadmap Framework ---> Define your destination and create pit stops. Celebrate every milestone! Skill Stack Development ---> Stack your skills strategically. Combine people skills with tech expertise or creativity with strategy for unmatched value. Continuous Feedback Loop ---> Treat feedback like your GPS. Check it often, recalibrate, and adjust as needed. The 70-20-10 Rule ---> Focus on 70% on-the-job learning, 20% mentoring, and 10% formal training to sharpen your edge. Ready to take your career to the next level? Do the above and watch the opportunities roll in. -- Think someone could benefit from this roadmap? Share it with your network! ♻️

I see more and more organizations adopting professional development reimbursement programs of ~$1000 per year, with minimal required oversight or approvals. This is a perk that is probably popular and certainly expensive, but rarely moves the needle on employee productivity or worker attraction & retention. While it is tempting to provide a pool of dollars with “good judgment” as the primary control around how it is spent, the best approach is probably more targeted. Before investing in development programs, answer these questions: 1. What skills gaps does your organization (or this individual) need to fill?  2. Will it be more efficient & effective to develop talent internally, hire externally, or to use vendors? 3. If choosing to develop talent internally, what resources and investments are needed to sufficiently develop your workers? 4. What are the tradeoffs and opportunity costs? 5. What is the current state and targeted future state? What benefit will that change create? Of course, there is no one-size-fits-all answer. The approach should align to business goals, resources, timelines, and more. Professional development can power organizational growth when applied strategically. But used blindly, it wastes time and money that could be used on alternatives with a stronger and more direct ROI. As you consider ANY organizational initiative, be sure to clarify the purpose and assess alternatives!

Intentional Professional Learning Communities (PLCs) are critical for educators and have the power to transform schools. This is an excellent podcast where Dr. Pendleton shares how creating a safe, collaborative space for teachers can boost their skills and drive student success. From gaining buy-in to actionable, high-interest topics, her insights are a game-changer for fostering continuous learning. 💡📈 Their purpose is not just sharing strategies but ensuring those strategies are actionable—able to be implemented immediately or soon after professional development (PD). Why should teachers spend valuable time learning something that doesn’t directly impact their classrooms? 1️⃣ Actionable Learning Builds Momentum When PLCs focus on strategies that can be applied right away, teachers see tangible results. It boosts confidence and reinforces the value of the time spent in collaboration. 2️⃣ Bridging Theory and Practice There’s a significant gap between learning about educational theories and putting them into practice. PLCs that emphasize actionable strategies help bridge this gap. Teachers can collaborate on how to tweak a broad concept into something that works. 3️⃣ Sustained Professional Growth Immediate application of PD strategies also fosters a culture of continuous improvement. Teachers who see small successes are encouraged to experiment and innovate further. This approach aligns with modern educational needs—like adapting to remote learning or integrating SEL strategies—which require quick pivots and practical solutions. By focusing on immediate implementation, intentional PLCs ensure that professional development is not just a theoretical exercise but a transformative experience for educators and students alike. Isn't that the ultimate goal of any learning opportunity? It's all about combining that growth mindset and supportive community to make sure teachers have what they need to succeed! #PLCs #TeacherLeadership #StudentSuccess #EducationMatters #SupportTeachers

A lot of HR teams are naming 2025 a "Year of the Manager" as they plan budgets and programs. Here are 8 manager initiatives to consider! I've talked to 50+ L&D and HR leaders about their manager enablement plans. Each team has tight budgets and an emphasis on high performance. Here are some of the initiatives we've seen work: 🏆 Revamp our career ladders, competencies, or performance methodology - Setting the ground work here, the org has to audit and define what "great" management looks like. This effort gives managers the right framework and language for success. 👩🏻🏫 Roll out an internal Manager 101 program - The first internal L&D hire is often tasked with auditing, building, and facilitating the very first manager program. It's time consuming, but delivers a high-quality and meaningful experience. 🎥 Introduce micro-learning workshops or lessons - For busy populations, some teams opt for a bite-sized approach. Managers can learn self-serve or HRBPs share lessons. Engagement depends on manager motivation! 🎁 Offer third-party coaching or learning platforms - L&D teams offer self-serve resources and benefits, from coaching to learning libraries. Utilization depends heavily on recognizing their gaps and taking initiative. 🌐 Build our manager resource intranet - For custom resources, L&D teams build out templates, power cards, and scripts to give managers relevant tools in the moment. Utilization is the main challenge here! 🤝Create a peer learning community - Management can get lonely, which is why peer-to-peer learning cohorts thrive for manager enablement. Monthly facilitated sessions bring managers together to share ideas. 🍏 Hire learning partners or internal coaches - Learning partners enable a more hands-on approach, ensuring better engagement with materials and more personalized support. Main challenge here is scale and budget. 🤖 Give managers AI tools that make life easier - With time-saving on meetings and coaching for difficult conversations, AI fits into workflow and allows a small team to do the work of many. Main drawback is change management and adopting a new tool. What initiatives are you considering to support managers in 2025? What challenges are you anticipating with those efforts? Let us know in the comments! #learninganddevelopment #hrbp #management #hr #peopleops #ai -- Did you like this? Share it with your LinkedIn audience! We're always looking to spread great knowledge and information. ♻️ And follow me (Sid Pandiya) for more manager enablement and people strategy tips!