How do you ask your boss for more training opportunities? How do you express dissatisfaction in the company's career progression?
One thing's for sure - in today's fast-changing, highly competitive world of work - career progression is an issue which every individual needs to treat as a major, life-long project - and apply project management tools and techniques to it - such as research, planning, setting objectives, devoting appropriate resources to it, implementation, regular monitoring of progress, regular monitoring of work-place and work-related external changes, carrying out a detailed review at key stages, taking corrective action when necessary.
This applies to everyone - any age, of any ethnicity, any gender, working in any type and size of organisation, in any sector - public or private.
And it's not a one-off project - you'll need to keep working at it for many decades.
If you don't take it that seriously, you will regret it.
Remember - we only have one life - that we are certain of - and most of that we spend at work - so make the best of it !!!
And being determined to be as trained and qualified as you can be, at every key stage in your career, means being firm about making your needs known - to your line manager, and or to the human resource team, and or if necessary, to the executive management.
If they won't help you then you can make it happen yourself, but at the same time, start looking for an organisation which believes in, and delivers, professional development for all of its people.
It is important to utilize negotiation skills in these situations. So here position the 'what's in it for me?' What will the organisation gain from their investment? And if at first you don't succeed try a different approach but all the time learning from your recent attempt. Two things that stand out in these situations, what type of learning are you asking for? If its formal, there is a cost, but if its informal these can include a variety of approaches from coaching, mentoring, stretch task, network opportunities and even reading behavioral books. In so many cases, employees give up when formal qualifications are offered when requesting training and development. But here is an opportunity to demonstrate your agile approach, commitment and important to manage your reputation. The book scenario is interesting. If you buy a reflective, behavioral book, request to put it through expenses. This isn't about saving money but raising your own profile and demonstrating you commitment to learning. These traits set the right impression and positioning you for the longer term to secure investment, either time, financial or opportunity for the long term. Important to manage your reputation and be seen as someone worth investing in.
Letting you boss know you are disappointed? Be agile and confident know what you want to achieve and when (a realistic when) so this doesn't happen and let them see your potential with a positive attitude.
Great advice here from Stuart ... follow it and you won't regret it.
However, although it's rare these days, if you're unfortunate enough to work for an organisation which is consistently resistant, even hostile, to the development of its employees, then it may well be worth starting to look elsewhere.