It’s frustrating when you feel like your manager doesn’t support your growth and development. It’s even more frustrating when it feels like your manager is the one blocking your progress. Your manager has three core responsibilities:
- Accomplishing the task
- Building the team
- Developing people
Most managers prioritize accomplishing the task and building the team. As a result, they don’t spend enough time on developing people.
Additionally, annual reviews should accomplish two tasks, evaluate your performance, and create a development plan. However, many annual reviews focus exclusively on performance, without any development opportunities.
So, if you’re feeling stuck in your career or not seeing the opportunities for development and growth that you want, it might be time to confront your manager. In this blog post, we’ll discuss some ideas for investing in your own skill development and ways to overcome resistance from your manager.
Why is it important to have a manager who supports your growth?
Most people want to grow their careers. They want to be able to develop new skills and abilities that will make them more valuable employees. Additionally, they want to be prepared for new opportunities as they arise. Unfortunately, many managers are not good at providing development and training. This can be highly demotivating for an employee. Without a manager willing to invest in your growth and development, it can be challenging to advance in your career.
There are three key responsibilities of leaders: accomplish the task, build the team, and develop people. But, unfortunately, many managers only focus on the first two responsibilities and neglect developing their employees. This can result in stagnation in an employee’s career. Therefore, employees need to have a manager who supports their growth and development to continue to learn and improve their skills.
What is a manager’s role in developing employees?
A manager’s role in your growth and development is essential to your success. Manager support and company training are critical organizational development practices that can help employees grow and improve their skills.
Firstly, your manager should provide coaching as part of your growth and development. Managers should provide you with regular and actionable feedback. There are three types of coaching:
- Praising – to acknowledge and support specific achievements.
- Refining – to improve a specific skill that didn’t meet the expectations
- Redirecting – to replace an insufficient or non-existent skill
Additionally, coaching can happen in a one-to-one, scheduled coaching session or in passing.
Secondly, your manager should provide training opportunities for your growth and development. Development and training can happen in several ways. Here are the most common:
- Development plan – as part of your annual review, your manager creates a development plan of training and activities that refine or build upon your current skill set.
- Scheduled training – your manager partners with the training department to schedule training.
- Seminars and conferences – your manager will send you to workshops or conferences that offer training and development to meet your career objectives.
Finally, your manager will suggest self-driven training for your growth and development. Activities such as books, podcasts, or TED talks are common choices.
By providing manager support and company training, organizations can create a culture of growth and development that benefits both the manager and the employee.
How can you confront a manager who doesn’t provide training and development opportunities?
If you feel like your manager is blocking your growth and development, it’s essential to confront them about it. Here are some strategies for doing so:
- Talk to them about your goals and ask what opportunities are available for you to grow and develop.
- Ask what training the organization offers that will help you advance your goals.
- Ask your manager what they did to develop and grow in their career.
- Find out if the organization offers a mentoring program.
- If they are unwilling or unable to provide you with the opportunities you need, consider looking for a new job that will be a better fit for your goals.
How can you invest in your own skill development if your manager isn’t helping out?
If your manager is not helping you grow and develop your skills, you may need to take matters into your own hands. One way to do this is to find training and development opportunities offered by your company. Many organizations offer classes, workshops, and other learning opportunities that can help you improve your skills.
Another way to invest in your skill development is to read books, articles, or listen to podcasts on topics that interest you. You can also attend conferences or webinars related to your field. And finally, you can join professional organizations and networking groups where you can learn from others in your industry.
Lastly, networking with other leaders in the organization can help you grow your career. Ask them about their experience, what they’ve learned, and what advice they have for you. networking can also help you build relationships with people who can help you grow your career.
You need to have a manager who supports your growth and development to continue to learn and improve your skills. If you’re feeling stuck in your career or not seeing the opportunities for growth that you want, it might be time to confront your manager about it.
Share your story about a manager who didn’t support your growth and development in the comments below. What strategies did you use to change the situation?
Last updated on May 4th, 2022 at 07:07 am
