There is no doubt that in order to attract and retain a highly talented employee pool, organizations need to think seriously about branding themselves as development cultures. At the very least, organizations need to structure themselves as a place in which employees can learn new skills and have opportunities to continuously grow careers. The problem with this perspective is that it assumes that the organization needs to provide all of these opportunities.
When we think of organizations that have strong development cultures, we primarily think about two things. First is that there must be good and extensive training programs. Second, we think of challenging work assignments and the ability for people to move frequently between assignments, projects, and teams. But development is not all about what the organization provides an employee.
I believe the employee should take some responsibility for personal and professional development. Here’s how.......