Learning, Growth & Career Development

Learning and development (L&D) is more than a training catalog. It’s how your organization stays competitive, keeps talent engaged, and builds leadership from within.

In a world of accelerating change, development is no longer optional — it’s expected.

Why Career Development Matters

• Engagement: Employees who feel they’re growing are more invested
• Retention: Lack of development is a top reason for voluntary exit
• Agility: Upskilling helps adapt to market and tech shifts
• Succession: Building internal pipelines reduces hiring risk

Core Elements of Development Strategy

1. Learning

Includes:

• Technical or functional skills
• Soft skills (communication, leadership, resilience)
• Tools, systems, compliance

Formats may be:

• E-learning platforms (LMS, LinkedIn Learning)
• Instructor-led sessions or bootcamps
• Peer-to-peer learning
• Microlearning and nudges
• Coaching or mentoring

2. Career Growth

This includes:

• Clear job architecture (levels, paths, expectations)
• Role mobility (vertical and lateral)
• Exposure to stretch projects or new domains
• Individual development plans (IDPs)

3. Ownership & Culture

The best development cultures are:

• Employee-owned (they drive it)
• Manager-supported (they enable it)
• Org-enabled (HR provides structure and access)

Avoid top-down models that treat employees as passive participants.

Building an L&D Program

Steps to consider:

1. Assess needs – via surveys, performance data, future skill mapping
2. Set priorities – business-critical areas first
3. Design content – buy, build, or blend
4. Deliver accessibly – async, remote, mobile-friendly
5. Evaluate – using feedback, engagement, application, ROI

Tools & Resources

• LMS (e.g. LearnUpon, Docebo)
• Talent marketplaces (for internal gigs)
• 360° feedback tools
• Skill frameworks (e.g. T-shaped, Dreyfus model)
• Mentorship platforms (e.g. Together, Chronus)

Challenges to Address

• Time: Make learning part of the flow of work
• Relevance: Tie it to actual roles and goals
• Equity: Ensure access across roles, locations, levels
• Follow-through: Track development progress, not just attendance

Supporting Managers

Managers need:

• Coaching on development conversations
• Templates and tools to map skills and opportunities
• Clear expectations around their role in talent growth

Developing others is a core leadership competency — not an optional extra.

Final Thought

Don’t treat growth like a benefit — treat it like a contract.
When employees grow, so does your business.

📌 Next page: Performance & Talent Management – Align expectations, feedback, and development in a way that drives results.