Many occupations start out with initial requirements for training or certification. For instance, a Certified Public Accountant (CPAs) needs a master’s degree in accounting, then must study for, take and pass an exam to get a CPA license. An electrician begins as an apprentice, then progresses to a journeyman before becoming a master electrician. For many, education and training are something you do at the start of your career, rather than a life-long endeavor toward self-improvement regardless of where you are in your career.
Whether you own the business, are managing it or a new staffer, consider developing your own Continuous Improvement Plan (CIP). Your CIP can be as simple as a list of goals, prioritized with a plan of action and timetable. If you’re in a position of influence in your organization, encourage other team members to each write their own CIP.
Start with what makes sense for your chosen occupation. For example, in addition to being CPA, I have obtained an Accreditation in Business Valuation (ABV), and am also an Accredited Senior Appraiser (ASA), a Certified Fraud Examiner (CFE) and Certified in Financial Forensics (CFF).
From there, think about the knowledge and talents necessary to help you become a more valuable member of your company’s team. This knowledge and experience will not only help you rise within the ranks of your organization, it can also focus your interests and assist you in planning your career goals for the next five, 10 or 20 years.
Some companies have a formal process for CIPs, including assigning each employee a coach to help them develop their skills and expand their base of knowledge. The goal of this process should be to have each employee develop into a well-rounded person as they move up the chain of responsibility. Too often, newly promoted employees are found to be lacking skills their new position requires.
For example, many if not all Millennials joining the job market today are more technologically savvy than any generation before them. They’re digital natives who grew up with the Internet and mobile devices. Many however, tend to be weaker on the “soft” skills necessary to advance into senior leadership roles: writing, speaking and communicating objectives.
Companies with a formal CIP process may need to allocate time and money for their employees’ improvement plans, and even provide a curriculum.
Some mutual benefits of a corporate CIP process are; team members realize they are valued by their organization, climb to higher positions with increased responsibilities, and realize their personal goals. The employer gains a stronger and more valuable workforce with more diversified capabilities, which in turn can translate to greater employee morale and loyalty.
As you and your team develop CIPs, don’t forget to talk to customers about the products and services they desire to assist them in their operations. Use their input to tailor the improvement plans, balancing individual preferences with the skills needed to deliver on what your clients want.
Your company may already be great at what it does. To continue or even prolong its greatness consider encouraging employees to hunger for improvement of themselves and their capabilities. This can lead to growth and evolution from new opportunities.
If you have questions or comments, contact Jason Thompson at (317) 608-6694 or [email protected].