Sterling Miller, on his blog Ten Things You Need to Know as In-House Counsel, shared his most recent “ten things” on being a manager. I’ve often heard it said that law school doesn’t do a very good job of teaching business skills and how that can impact lawyers trying to run a law firm. The…
It is in your best interest to have employees who are growing and advancing in their careers. One is because they continue to become more valuable to the organization, which you need. Secondly, as they grow and become more valuable they are also more likely to stay. Turnover is costly. The organization can provide mentors and other resources that would be more difficult to do on their own. In return, they get employees who grow with the organization. Who wouldn’t want that?
We have so many companies complaining about finding talent, and we also have a massively underemployed group who could be great at these jobs with some small accommodations. I’m no data scientist, but this seems like an opportunity. The article above lists some considerations that could make a huge difference and help you find and retain talented people who need someone to understand that their brains work differently.
This is what inclusion looks like too.
The most engaged and productive people in your workplace also need room to grow and develop. Not offering that to them is inviting them to go elsewhere. Not offering career development to your high performers because you are wasting all of those resources to fix your lowest performers will not cut it. They deserve more than that, and someone will give it to them.
At work, we are asked to make adjustments all the time. In our modern, technological jobs, we are constantly facing change. The individuals and teams who will succeed are the ones who’ve gotten comfortable with it. They’ve prepared for the change and know they can adjust on the fly because they know the work well and are used to making the proper decisions. Those who don’t have a deep understanding of what is going on will overreact to change and commit turnovers.
As a learner, we should be doing everything we can to give ourselves a better chance to change our brains when trying to learn new skills. Learning about neuroplasticity and the best way to encourage that brain state would be a good place to start and then move on with our lifetime of learning.
Because we all need to be lifelong learners if we’re going to keep up with technological changes and our work.