I still remember the first big conference I attended just to learn. I went to New York City and it was a social media conference. I was working for a big brand (think Super Bowl campaigns) and I had to stay up to date on the latest and most unique ways to stand out in the market.

It was the first time I ever heard the phrases AI, machine learning, and other concepts that were just buzzwords back in the day. I met some of the biggest brands in the world. But what I remember most was that my manager invested in my learning.

While most days seemed like another check box and to do list, this was special for all the obvious reasons – I mean, I’m writing about it years later – but also because it was the first time my manager sent me on a trip somewhere incredible just to learn.

Learning Is Critical To Your Career

Most of my life, learning happened in the classroom . I didn’t realize that education could be the thing that gave me access to the world. I surely didn’t think I would ever be on the other side of the screens and in front of the classrooms teaching those courses.

But I know now that sitting in those rooms helped me imagine a whole new career. To learn concepts and stretch my mind. By investing in my learning, my manager did more for me than send me to a conference. They showed me learning and continuing to grow in my role was critical.

Even as an entrepreneur, I make time for learning. I like to structure my own learning:

• One event per year just to learn
• One webinar per quarter to stay up to date on trends
• One podcast per month about something, anything

These new ideas became topics to talk about, ideas to bond with strangers over, and the motivation to take on new challenges. It keeps my brain engaged even when I’m weary of doing even more work.

Investing In Training Is Investing In Your Team

In corporate America, training often has the same impact on teams. While the job may not evolve and the next promotion isn’t usually planned, I watch teams take on old tasks with new excitement after training. They’re ready to apply their knowledge and make life a lot easier.

That why managers that want to retain their teams have to invest in learning to keep talent. You can’t control all the other variables, but investing in people always pays off.

Now, I’m a little biased, but I think if you want to see your team be better? Teach them to be better communicators. The only truth about this talent market is that it’s ever-changing. How we communicate and identify candidates? That’s not going to change.

That’s why I’m offering a 1.5 hour training for teams of up to 25 people where I’ll teach all of you how to write better, less biased skill requirements, then turn that list into an email that gets candidates to respond.

Even in this market. Even from engineers.

In this hands-on upskill session, I’ll help your team learn:

• Why this skill matters so much for attracting candidates from every background and giving people access to their dreams,
• The exact questions to ask during hiring manager intake that will make identifying the right candidate easy,
• Tactics to make requirements universally understood and remove 100-year-old biases,
• AND how to convert those requirements into an easy email format that gets replies

If you’re even thinking about saying yes, book a time to talk to me here about this training or another one of our job post services.

Let’s see how your job gets easier, hiring managers get happier, and most importantly – watch how your team shines.

And yes, please feel free to forward this on if you think it can help another team or event.

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