Strategies for Managers to Allocate Time for Self-Improvement
Struggling to balance multiple responsibilities, middle managers often find it difficult to prioritize their own career development. A key issue arises when managers neglect their personal growth, which can negatively impact their team members who may also lose motivation for their own development.
Closing the Development Gap
Managers find coaching and nurturing their team's growth a rewarding experience, but many overlook the importance of doing the same for themselves. When team members see their managers not investing in their professional development, it can erode trust and morale within the team.
Sharing Learning Goals
One simple strategy for managers to keep their team focused on development initiatives is to openly share their learning goals with the team. This approach has a dual benefit - it helps the manager identify areas for improvement, and by publicly stating their goals, they increase their accountability. Team members witness their leader setting and following through on development goals, and they are encouraged to do the same.
Breaking the Bubble
Managers who rely solely on internal resources for their development may have a narrow perspective, as they are limited by what they already know. To expand their horizons, managers can reach out to peers in non-competing organizations to organize team development sessions. This exchange of ideas and experiences from both organizations can create curiosity and excitement for learning new things.
Overcoming the Time Trap
One common obstacle for managers in pursuing their own development is the lack of time. Rather than waiting for a perfect moment, managers can opt for micro-learning, reinforcing the habit of continual improvement through short, purposeful learning episodes. Even just ten minutes of dedicated day can have a significant impact on long-term growth.
In conclusion, managing one's career development becomes crucial for middle managers to advance their own success and cultivate a culture of growth within their teams. By prioritizing personal development and leading by example, managers can motivate their teams and create a positive ripple effect on the organization as a whole.
For managers looking to invest in their own development:
- Treat career growth as a strategic objective, blocking out regular time for learning, reflection, and skill development amidst daily demands.
- Actively engage with organizational resources like workshops, coaching, and upskilling programs to enhance competencies and prevent burnout.
- Use continuous feedback mechanisms and stay interviews to identify personal development areas and align growth with organizational goals.
- Focus on mental and emotional well-being through organizational policies for mental health support and personal resilience training.
Managers should not disregard their own career development as it directly impacts both their personal growth and their team's motivation for learning. By prioritizing self-development and setting learning goals, managers can model a culture of growth within the team and foster a positive impact on the organization's overall development. Additionally, managers can utilize time-efficient methods like micro-learning to accommodate continuous improvement within their busy schedules, ensuring long-term growth and success.
