Invest in skills

Present times have a very unique sense of urgency to them which is demonstrated through the working styles of organisations and individuals.
Instant results and instant success is a mantra that is advocated and applied. This often results in compromising on self and employee development as a schedule and endeavour.

A general myopia towards long-term investment of any kind, has led to discounting the staggered impact of self-development, particularly in areas of intangible attributes.

Companies regard this as a high-risk cost, for the possible attrition of an employee could make this expense redundant, with minimal to no returns. As a result, self development is often excluded in a training plan or calendar with equal assertion, as would process or skill training.

On the other hand, companies that have self development schedules, will be inclined to select participants, who have demonstrated tenure and time-based loyalty to the firm, feeling secure in the fact that their investment is likely to be safe.

This myth must be challenged. In fact, consciously, companies must include employees who demonstrate merit to be included in such initiatives. Their loyalty will be an outcome of such an investment. Almost always!

The buck does not stop at the employer alone. Employees must also be increasingly accountable for their own development. The most common excuse for lack of attention to this aspect is time constraint.

If only people would realise that investing in developing themselves and increasing the value of their time in turn creates more time for themselves. It is a naturual by-product!

Self or employee development is a very broad term encompassing a range of attributes that can benefit from receiving focused coaching or training. Some of these are communication skills, time management, team orientation and leadership development.

The market today has a number of providers and experts in these areas who act as freelancers can be engaged in supporting your organisation.

Similarly, individuals can participate in programs that are run for individual participants. It is increasingly becoming acceptable for individuals to invest in themselves by signing up for such programmes.

The key here is to select the right programme and to ensure the credibility of the programne trainer / coach / mentor.

It is critical to test the success of the trainer / coach / mentor through reference checks, measuring the impact of their endeavours (direct relation to enhanced productivity/ profitability, turn-arounds) and sampling their content.

In the case of the latter, it is common to have trainers run a half-day workshop for a sample group in your organisation, so that you can experience the output first-hand and provide inputs for customising the content.

Initiative, engagement and commitment are key to the success of any self/ employee development agenda. Start this only if you are convinced and willing to be challenged.

Most importantly, the impact of and change from attending development programs is rarely instant. It requires application and patience. It requires becoming a habit.

Hope that You turn yourself in to a better person and live your life Kingsize !!!!!!!!1

Regards
Prashant Iyer
9819328994
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