Inclusion Starts with Learning
It's time to reframe our concept of professional development.
Editor’s Note: This post starts with some story-telling, and is followed by a step-by-step action plan to put these ideas into practice. You’ll also find 4 discussion questions you can use to build relationship with your colleagues, one convo at a time.
In our post-covid era, a LOT of things are changing in workplaces, especially our concept of ‘professional development’.
In our new post-pandemic era, we need to REFRAME professional development completely.
The pre-pandemic notion that only professional learning can happen at a conference, at a training, or watching virtual content created by these same people identified as experts is no longer true.
And frankly, I don’t necessarily think that’s a bad thing.
As I’m writing this, I’m flooded with memories of sitting in a hotel room in Philly, while away at a work conference, sobbing and pumping because I felt that I had to leave my 5 month old baby behind. That missing the conference was going to irreversibly hurt me professionally.
Almost a decade later, this memory makes me real upset.
Heartbroken that I felt like my only choice was an impossible one: I loved my job and felt energized by my work, but also felt that I had to put myself and my family behind my job in order to keep it.
Rage-filled that my colleagues didn’t see how difficult this time in my life was, and didn’t 1) suggest that I sit this conference out because there would be others, and 2) reassure me that my job would be there if I didn’t attend. Or reassure me that my ‘pre-baby’ workplace contributions were enough to give everyone the confidence that I was *still* going to be a contributing member of the team, even if it looked different for a while.
Hindsight is 20-20": a lot of our pre-pandemic notions of professional development were about developing to meet some kind of organizational ideal of what ‘professional’ and ‘developed’ looked like.
It’s WASN’T, however, also a “what’s best for the individual” approach to learning.
And here’s the tension: pre-pandemic, we all thought you had to CHOOSE between these two things. EITHER – OR.
Post-pandmeic, though, we NEED the ability to have professional development be BOTH “what’s best for the organization” AND “what’s best for the individual.”
If we are thoughtful and intentional, we can meet the needs of both.
And before you roll your eyes at me or click the “X”, hear me out: I’m suggesting that we can find middle ground, but that it’s not going to be a one-size-fits-all solution. And what works for you TODAY is going to be different than what works for you next months, next year, or 5 years from now.
Professional development, reframed, looks like this:
Workplace learning: engage with content that will build your skills for success in the workplace.
See what happens here?
It’s somewhat specific - we need to find some learning to build skills.
But do we specify what kind of learning? What kind of skills? What success looks like?
Nope. That’s the part that is one-size-fits-YOU. And only you.
NEXT STEPS
“Cool, Em”, you say, “but what the hell do we do now?”
Great question.
Now we take some time to define these terms for YOU. And if you are leading a team, it’s even more vital that you start with the exercise yourself before you bring other people into the fold.
YOU need to be clear about what YOU need to get to where you want to go, BEFORE you bring other people in.
And, here’s the best part: by going through the process yourself, you set the stage for others. By sharing your experiences – good or bad – with this process, you show others vulnerability and honesty.
Living it yourself also helps you to be more empathetic to whatever other people might be experiencing, too. (Hint: this is what REAL leadership looks like in practice.)
1. START WITH DEFINITIONS
Take some time to figure out what these terms mean and look like to you.
You might be able to rattle off the answers right now. You might need some time to think. You might need to block off an hour of time to sit with this and really work through it. You might need to talk with a partner or trusted colleague to work through your ideas.
All of these directions, or some combination, are worthwhile. It’s equally worthwhile to give yourself the space to really DO this.
We’re working together to buck the status quo and redefine what professional development looks like for YOU. In your situation, how would you define:
Engage:
Learning: (examples: articles, blogs, books, magazines, podcasts, radio shows, videos, online course, in person course, free, paid, conference, 5 minutes, 5 days, 5 years)
Skills:
Success:
Workplace:
What workplace learning might look like in our reframe:
Person 1: takes a self-paced, online software coding course because they have always wanted to, but not because it directly relates to their current job.
Engage: self-directed
Learning: virtual self-paced; ‘formal’ course
Skills: software coding; critical thinking; problem solving; organizing information
Success: fulfillment and confidence in learning something new (“Knowledge is Power”)
Workplace: better understanding technology helps employee to engage better with colleagues and clients
Person 2: reads a variety of online blogs and watches some videos about the Muslim religion. Person 2, who grew up Catholic, has a colleague who is a practicing Muslim and wants to understand the fundamental religious similarities and differences better.
Engage: self-directed + conversations
Learning: articles, blogs, videos, podcasts
Skills: critical thinking; empathy; understanding
Success: confidence to engage with a colleague when Person 2 may not have in the past
Workplace: approaching conversation with understanding, curiosity, and respect (instead of judgment)
2. CREATE AN ACTION PLAN
It’s YOUR turn!
Pick ONE topic to work on now
Pick ONE place to start getting information
Pick ONE time each week to set aside for this learning. Remember, the amount of time and when are up to you. You get to pick a time and format that works for your life and how you like to learn. No judgment from anyone (including yourself) is allowed.
Share your plan with someone (colleague, friend, partner). Ask for help and accountability in keeping you accountable towards working on your learning.
Bonus: KEEP your list of definitions close by and accessible. As you find yourself mastering the new skill, getting bored (i.e., no longer making this learning a priority), it will be time to pull out the list and decide what to work on next. You’ill have to make adjustments to your list as you go.
Trust yourself that you’ll know what you need to do when the time comes.
3. RELATIONSHIP BUILDING DISCUSSION QUESTIONS
Whether you lead a team or participate in one, here are some relationship-building discussion questions that you can use during your conversations (during a team meeting, a 1-2-1 check-in meeting, etc.).
These are guides! Use them as it makes sense in your particular situation and setting.
You probably only have 3-5 minutes for a conversation like this in a given day/week/meeting. THAT’S OK. In this context, a short amount of intentional time still makes a huge difference!
What’s the most effective way for you to learn, personally or professionally? (watching, listening, reading, hands-on learning, etc.)
Do you think it’s possible for people to learn and grow as individuals over time? Do you have an example, personally or professionally, that has shaped your opinion?
What’s one skill that you’d like to improve on, personally or professionally?
What’s one skill that you have that you wish you could use MORE, personally or professionally?
BOTTOM LINE:
Being a curious and fulfilled person helps YOU show up confidently for life, both personally and professionally.
Knowledge is power.
Encourage others to find their power by working through this process and being open about your experiences.
“The journey of a thousand miles begins with a single step.” (Lao Tzu): focus on ONE skill, ONE day or week at a time.
You got this.
Cheers,