It’s Your Career—Seriously, Why Should Your Boss Invest in You?

In Scott Eblin’s excellent book, The Next Level, he identifies one of the lower self-assessed items in his research database as: “Regularly seeks out knowledge and experience to perform at higher levels.”

I don’t get it.

I certainly understand Scott’s findings. My own observations over the years mirror his research results.

What I don’t understand is why so many otherwise capable professionals lose track of the need to take ownership of their own professional development. It’s particularly vexing in a world where markets undergo sudden seismic shifts that eradicate industries, firms and jobs, leaving good people stranded somewhere on the island of obsolete skills and out-of-date education.

Instead of owning their own development and pursuit of advancement, some individuals view this as their manager’s responsibility. Others simply get busy with life and years turn into a decade or two, and suddenly someone moved the cheese and what worked before no longer applies.

Certainly, no self-respecting, capable manager ignores the professional development components of her role. However, I can tell you with near certainty, that your manager is much more interested in investing in you if she sees you investing in yourself. Why not give her some reasons to help you stay ahead of the game. And of course, you’ll be helping yourself in the process.

6 Ways to Motivate the Boss to Invest More in You:

1, Read, Share and Apply. Nothing says “I care about my own development” more than reading, sharing and applying insights gained from the leading thinkers in your field. An employee who relates what he/she is reading and learning to improving performance on the job is impressive and worth investing in for the future.

2. Blog. Recently, I interviewed a number of candidates for mid-level and senior marketing roles. None of them have blogs focused on their profession. None of them were hired. Seriously, there’s no more powerful tool for any of us (especially marketers!) to showcase our capabilities, thinking and command of today’s media and tools than something as free and easy as blogging. An employee confident enough to put his or her ideas out there for everyone to see and discuss or debate is someone I’ll read and develop.

3. Invest Your Own Time and Money. I’ve had more than a few individuals take umbrage with this perspective. “Why should I use my vacation time and my money to support my own training? That’s the company’s job.” Newsflash: no it’s not. Second newsflash: it’s as impressive as hell to find individuals who think enough of their own career development to do the time on their own dime. Sign me up for some future contributions!

4. Organize and Share. Set up a leadership book club, manager’s discussion group, or, recruit workers to contribute to your professionally focused blog or podcast and the boss will smile. Sustain and grow the initiative and the boss will be impressed and ready to invest.

5. Ask. In my experience, most corporate training and development budgets end the year in surplus mode. If you’ve shown initiative to learn and grow, most managers will be willing to share the burden in something that can be linked to improving performance or supporting the team or function. Offer a proposal and remember to highlight how you’ll translate the investment and insights into broader team insights and improvements. Frankly, the boss will be impressed that you asked. Even if there’s a budgetary reason at the moment, you’ll plant yourself firmly in his mind as someone to support at the next opportunity.

6. Stretch. There’s something particularly warming to a manager’s heart about employees who strive to find new ways to contribute and to learn and grow through their on-the-job experience. Tune in to your boss’s pain-points and headaches and offer to help solve them even if the opportunity is new for you. It’s impressive to work with employees striving to stretch out of their comfort zones in pursuit of solving problems in the workplace. Get this more right than wrong and you’ll find yourself on a fast development and advancement track.

The Bottom-Line for Now:

You own your career and you own the responsibility for remaining current and competitive in your profession. Some firms and managers get it and with a little effort you can gain some support along the way. And if you’re with a manager or firm blind to the importance of developing and retaining great talent, take comfort in knowing that your own actions are the best insurance policy against an uncertain future.

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It’s Your Career: 4 Key Self-Development Questions to Ask Yourself

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More Professional Development Reads from Art Petty:

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