Simple Methods for Ongoing Skill Development

I've coached executives across five continents, and here's the brutal truth: The professionals getting promoted aren't necessarily the smartest—they're the fastest learners. While everyone else is consuming content passively, top performers have cracked the code on accelerated learning. They don't just read about strategy—they can teach it back to you in 60 seconds. ✅ The Harvard Business Review's latest research confirms what I see daily: Professionals who can learn and apply new concepts 10x faster than their peers become indispensable in half the time. Here's the framework that separates rapid learners from information collectors: • Explain like you're 5 → Simplify complex concepts into basic terms • Visualize the process → Create mental maps of how things work • Break it into chunks → Divide big concepts into 3-5 digestible parts • Find the patterns → Extract rules and formulas you can apply elsewhere • Relate to real life → Connect every concept to situations you encounter daily • Use analogies → Compare new ideas to familiar concepts you already know • Break the myths → Identify 3 misconceptions and learn the truth behind them • Ask the critical "why" → Understand impacts & consequences, not just facts • Teach it back → Explain the concept to someone who knows nothing about it • Challenge it → Question common assumptions and identify potential mistakes • Simulate practice → Create scenarios to apply the knowledge immediately • Turn it into stories → Transform concepts into brain-friendly narratives While your peers are still highlighting PDF articles and saving LinkedIn posts they'll never revisit, you could be mastering new skills, solving complex problems, and positioning yourself as the go-to expert in your field. The professionals who master rapid learning don't just advance faster—they become irreplaceable. Coaching can help; let's chat. #coachingtips #careeradvice #professionaldevelopment

🎯 How to turn what you're learning outside of work into real impact at your job. Learning new skills outside of work is one thing, but applying them in your job is a whole new level. Recently, I was teaching myself some programming skills in my free time. Instead of waiting for an assigned task, I took the initiative to automate a process we use sometimes at work. Using Excel VBA, I streamlined a manual task, making it faster and more efficient. The result? What I created is now a standard in my department. This experience taught me a few key things: 1️⃣ Find ways to apply what you're learning to real work problems.
Look for processes or tasks you can improve with your new skills. 2️⃣ Take initiative and solve problems before being asked.
Your proactive approach will help you stand out. 3️⃣ Build credibility and trust by showing competence. 
When you apply new skills effectively, you're not just solving a problem—you’re proving your value. You don't have to wait for the perfect opportunity. 
Make your own. What skills are you working on outside of your day job?
How can you apply them in your workplace to make an impact? #CareerGrowth #ProfessionalDevelopment #SkillBuilding #Initiative #Programming #ExcelVBA #Automation #EarlyCareerJourney #GenZ #GenZEngineer #ContinuousLearning

This week, I facilitated a manager workshop on how to grow and develop people and teams. One question sparked a great conversation: “How do you develop your people outside of formal programs?” It’s a great question. IMO, one of the highest leverage actions a leader can take is making small, but consistent actions to develop their people. While formal learning experiences absolutely a role, there are far more opportunities for growth outside of structured settings from an hours in the day perspective. Helping leaders recognize and embrace this is a major opportunity. I introduced the idea of Practices of Development (PODs) aka small, intentional activities integrated into everyday work that help employees build skills, flex new muscles, and increase their impact. Here are a few examples we discussed: 🌟 Paired Programming: Borrowed from software engineering, this involves pairing an employee with a peer to take on a new task—helping them ramp up quickly, cross-train, or learn by doing. 🌟 Learning Logs: Have team members track what they’re working on, learning, and questioning to encourage reflection. 🌟 Bullpen Sessions: Bring similar roles together for feedback, idea sharing, and collaborative problem-solving, where everyone both A) shares a deliverable they are working on, and B) gets feedback and suggestions for improvement 🌟 Each 1 Teach 1:  Give everyone a chance to teach one work-related skill or insight to the team. 🌟 I Do, We Do, You Do:Adapted from education, this scaffolding approach lets you model a task, then do it together, then hand it off. A simple and effective way to build confidence and skill. 🌟 Back Pocket Ideas:  During strategy/scoping work sessions, ask employees to submit ideas for initiatives tied to a customer problem or personal interest. Select the strongest ones and incorporate them into their role. These are a few examples that have worked well. If you’ve found creative ways to build development opportunities into your employees day to day work, I’d love to hear what’s worked for you!

Show of 🤚🏻: Who has professional development goals for 2025? Let's talk about creating a learning plan that actually works—one that fits your style, schedule, and career goals. I've learned this the hard way: I can't tell you how many course recordings are sitting unwatched in my digital library. The key? Understanding not just what you need to learn, but how you learn best. Here's a framework I use that you can adapt: 🎯 Start with an honest skills audit: Look back at your recent projects. Where did you struggle? What took longer than it should have? These friction points are clues to your development needs. Then look forward: What's your next career move? Map out the skills gap between here and there. 📚 Know your learning style (it matters more than you think): For me, it's all about active notetaking and accountability. I need scheduled sessions where I have to show up and engage. Those self-paced courses? They become digital dust collectors. Others thrive with: - Hands-on workshops - Mentor relationships - Bite-sized video tutorials - Reading and research - Peer learning groups ⏰ Time-block realistically: The best training plan is the one you'll actually complete. Be honest about your schedule. I've found it's better to commit to 30 minutes twice a week than promise yourself a multi-hour weekend session that never happens. 🔍 Finding quality training: - Check professional associations in your field - Look for social proof from past participants - Verify instructor credentials - Test with short workshops before big investments What's your most effective learning style? Share in the comments—your insight might help someone else find their path. #ProfessionalDevelopment #CareerGrowth #ContinuousLearning