I don’t know for sure that it’ll work, but it’s time to try something new… (6/x)

Look, don’t stop providing mgrs the tools to be great development champions, just quit believing that you’re actually going to make it happen.

Find another way, like actual devchampions and learning concierges in your learning fxn. Think of them like guidance counselors for the workplace. (5/x)

You know what happens when you take mgrs out of the loop (approvals) on access to workplace education? Participation goes up overnight. B/c not only are managers not good at it, it actually scares a lot of folks to have to talk to their managers about their careers beyond their existing role. (4/x)

Why do we do it:
1. B/c when it actually works, it really works. But it’s actually working for less than 1 in 4.
2. B/c it’s cheap and scales. In fact, it’s nearly free… and I guess for 1:4 odds, that’s not terrible?
3. B/c it worked for us that one time, or we’re good at it. Confirmation bias, yah?

And then we then we keep getting data like this that tells us that from the employee perspectives, they don’t get that development support from managers. Based on this report from LinkedIn, It’s even in decline.

(2/x)

Same.