Comments on: Career Development Opportunities: How Available Are They in the Workplace?

By: Anthony Fasano

Anthony Fasano — Sat, 09 Jan 2010 02:42:19 +0000

That manager was very close minded. One of their employees took it upon themselves to take a course on their own time and they didn’t commend you? I commend you Kim, that shows real initiative.

As far as companies in general with that mindset, it’s not easy to convince them but what I would do is try to emphasize the positive impact this career development and leadership coaching and training can have on the company overall. As their employees develop, they will become more productive and effect the company in a positive way overall. For starters I would recommend to the company that they start with a small number of employees or a small department where they could see how the results would impact the company.

If I were using my coaching skills I would ask the company what it would mean to them if their top 10 managers were 10 percent more productive than they are now? What would it do for their profits? That might get them thinking…..

By: Kim Tran

Kim Tran — Sat, 09 Jan 2010 01:49:45 +0000

I am talking in general, not really specific to my company. I am sure there are many companies out there focus more on clients satisfaction and not so much on employees. They don’t recognize the needs for learning and growth within the company. For instance, I was working for this company and I asked to attend the Leadership Management training for 3 days. The Chair ignored my request. So I took my personal days to attend the course, I passed and came back with a Certificate of Completion, I then showed it to the Department Chair and here is what the department chair said: “Why did you take it? you don’t need this.” that was very disappointed and what was that telling me? that the company doesn’t care about Management Skills and Leadership styles, they don’t have any goals to help moving their employees up the ladder… This is reality because there are so many companies like this. As a Career Development Coach, if you face this instance, how would you advise them so that at least they take some kinds of initiative to change?

By: Anthony Fasano

Anthony Fasano — Fri, 08 Jan 2010 23:38:28 +0000

Kim very interesting question. If your company doesn’t care about your career development or the career development of their employees in general it’s probably not a great company to work for. That being said, as far as asking them about training, I would go about it in the following way. Find a specific course or program that you want to attend and then formally request permission to attend. IMPORTANT: In your request list the benefits that the COMPANY will receive from you attending these courses. Especially in your case as it sounds like the company cares about the company PERIOD. So for example, you might say “by attending this leadership course I will be able to lead project teams more efficiently and thus in turn projects will be more profitable.” That’s a rough example, but you see what I mean. What do you think?

By: Kim Tran

Kim Tran — Fri, 08 Jan 2010 22:53:17 +0000

Great topic!!! Now the question is: How do you react? or what would you do if your company doesn’t care about “Career Development”? If you are in the position that need to grow your profession, how do you move forward about asking your company for more training, attend seminar, etc…? Do you leave? do you stay?

By: Anthony Fasano

Anthony Fasano — Fri, 08 Jan 2010 17:36:54 +0000

Thanks for the detailed feedback Rob, I guess there is a good reason I was struggling to find these programs. I intend on changing that….

By: Rob Tanner

Rob Tanner — Fri, 08 Jan 2010 02:44:13 +0000

After 33 years in the MEP design field, with a blend of organizations from very large to very small, I have yet to see an orchestrated program for career development, leadership, or engineering skills. The emphasis is on billable ratios, and project profitability. With that said though, there is invaluable educational opportunities by seeking out mentors, and learning/collaborating with the best of the best. Plus, senior staff members who recognize the need for training and orchestrates continuous lunch and learn programs, typcically by the various manufacturers. When structured around an issue that occurred on the design floor, the lunch in learns become relevant to the issues of the moment. Occassionally, visits to manufactures can provide targeted application information. Many manufactures provide this education in a very well orchestrated means. I do frequently advise staff designers and engineers to find avenues to learn leadership skills, typically by suggesting to join any organization they are passionate about with the goal of achieving the role of president/chair within 3 years. The effort will build and result in leadership skills that do help in their long term careet.

I join all though, in the dream that design firms will spend more time on educating their staffs in a more orchestrated means. And, there are many topics to teach. One missed frequently, is the legal issues of a construction contract

By: Anthony Fasano

Anthony Fasano — Fri, 08 Jan 2010 01:54:05 +0000

Thanks William, I have never heard of a program like that but it makes a lot of sense. Learning the building phase is important if you want to be a good designer. I started out in high school surveying in the summers and that helped me design from a more practical standpoint.

By: William

William — Fri, 08 Jan 2010 01:49:22 +0000

A program that I seen at some companies I have interviewed for as well as ones that my friends have worked at which I think can be very valuable is a rotational program for 18-24 months. Some companies do it within an office while others do it at various offices throughout the country. This helps you get a feeling of the different areas of a company and know what field you feel best in and want to focus your career on. Doing this also allows you to see how different departments interact with each other and how you present details may seem good for one position, but when working in a different department, it could cause a nightmare. It also lets you understand what you are doing and how things come together when in the building phase. For example your design may be top of the line and the clients can fall in love with the design, but then when the contractors go to do the work, there is no way to do it. Being on both sides of the fence will help you avoid these issues in the future and be able to explain to a client why it can’t be done the way they want.