INTHEBLACK December 2023/January 2024 Special Edition - Flipbook - Page 32
through a six month or year-long course,
regardless of the subject matter. Others
may prefer to bounce their ideas off other
people in a room over a series of days
or even weeks. Training providers often
offer similar courses delivered in different
timeframes and formats.
“Some people just want to go watch
a video by themselves. That’s how they
learn,” says Lang.
“Others need real-life experience. Some
take the information away, absorb it, test it
and then come back and apply it.”
MIX AND MATCH
A combination of approaches often
works well, because it can reinforce the
information delivered.
Usually, the business need that arises
from a lack of knowledge or practice has
two dimensions – one is operational, and
one is skills-based, Benei says.
“A crash course can help you to
gain the necessary skills to solve these
problems, but everything relies on
implementation and adaptation,” he says.
“Therefore, a mentorship practice
should always be paired with a crash
course-style approach.”
One learning program could involve
an intensive workshop that teaches new
skills in a short period. Another could be
an internal mentorship program where
employees are trained in how to apply
their new skills.
Benei believes that, in the next decade,
it will be crucial for companies to invest
in learning and development programs,
either externally or by building their
own programs. In a tight labour market,
providing meaningful opportunities
for career development can be a valuable
part of the employee value proposition.
BENEFITS OF THE
SCENIC ROUTE
Upskilling as a manager tends to require
a measured approach – to test the
hypothesis, get feedback from the trainer
and possibly tweak the skill for use in
the workplace.
32 INTHEBLACK Dec 2023/Jan 2024 SPECIAL EDITION
“A slower approach will work when
you are seeking long-term learning
benefits,” says Lang. “Often that is
when someone is new to an industry
or specific knowledge base.
“Maybe you’re a career changer, or
a jobseeker, or trying something new
for career progression. It’s very difficult
to get that in a short, sharp burst. You
need time for absorption.”
Slower, continuous learning and
development can be useful when
collaboration is part of the experience,
says Benei. If the goal is to help
teams collaborate better on a
certain project – or just in general –
taking it slow may better cement
new practices.
“Better collaboration happens
through continuous facilitation. It
doesn’t happen overnight or via a
crash course,” says Benei.
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PERSONAL NEEDS
AND WELLBEING
When selecting a course, it is wise
to think beyond short-term business
needs. Having a discussion with
colleagues, managers and even
family and friends can be useful.
Make the most personally satisfying
work part of the conversation. Talk
about how to deepen knowledge
and refine skills.
“Think about the bigger picture of
your career,” Lang says. “Work out
what you want to do with your life.
“Don’t just think about what you
need right now – where do you see
yourself in a year, three years or
six years?”
Lifelong learning is more than
a means of increasing financial
compensation over time, but it is
one of the biggest benefits.
“It’s also about us as individuals,”
Lang explains. “We derive personal
satisfaction from acquiring new
skills. When you stop learning, a
lot of excitement about the future
is lost.” ●
UPSKILL NOW
Upskilling as
a manager
UPSKILL NOW
CPA Australia
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