Training Incentives For Employees

If you didn’t grow up poor or around people with no resources, you probably never even heard of Job Corps. For many, Job Corps was more than just job training, it was a second chance. It provided: - Free education & trade training - Housing & meals - Stipends, structure, and support - A safe place to go when home wasn’t safe, or there was no home at all Job Corps served some of the most disadvantaged youth in this country, kids who had been through foster care, who were homeless, or who simply didn’t have the emotional or financial support to figure life out on their own. Many of them didn’t have parents to fall back on. Some didn’t even have a bed to sleep in. And now? The program is gone. These are the kinds of programs that never get headlines and when they disappear, so do the safety nets for the people who needed them most. We talk so much about college (which is out of reach for many) and six-figure careers, but not enough about what helped people stay afloat or gave them a real shot at learning and surviving. Here Are Some National Resources for those being removed from the program: - YouthBuild – Training + housing support for ages 16–24 youthbuild.org - CareerOneStop – Scholarships for trade & vocational training careeronestop.org - Path to Pro (Home Depot) – $2,000 scholarships for trade school skillpointe.com - SkillsUSA – Hands-on training & career-building opportunities - Horatio Alger CTE Scholarships – $2,500 for students in tech/trade programs If you know of more resources please drop them below. Someone might need them. #jobcorps YouthBuild Global CareerOneStop.org The Home Depot

Looking to upskill your employees or enhance your own skills on the job? Maybe the 'Qualifizierungschancengesetz' (long German word 🙈) is for you! The Qualifizierungschancengesetz (Skills Development Opportunities Act) is a German law aimed at promoting lifelong learning by providing financial support for employees to pursue further training.  It allows employers and employees to access subsidies for qualification programs, with funding provided by the Federal Employment Agency. The goal is to address the accelerated transformation of the working world, prevent unemployment caused by structural change, strengthen further training, and secure the skilled labor base. In a nutshell: - Up to 💯coverage of training costs. Companies can have the costs of employee training covered by public funding, up to 100%. The law enables companies to train their employees to remain competitive, but only for certified training programs. - 💰Companies are also supported through wage subsidies. Businesses with up to 50 employees can receive up to 75% of wage costs reimbursed, while those with up to 500 employees can receive up to 50%. Criteria for funding under the QCG: - Skills, knowledge, and abilities are imparted that go beyond exclusively job-related short-term adaptation training. - The acquisition of the vocational qualification for which a training period of at least two years is stipulated by federal or state law was generally at least two years ago (if applicable). - The employee has not taken part in further vocational training subsidized in the two years before submitting the application. - The program or course lasts more than 120 hours.  - The program or course, as well as the provider, must be AZAV-approved. I'll link some resources in the comments 👇 Are you already making use of the Qualifizierungschancengesetz? #upskilling #personaldevelopment #learning

Attending a conference? To increase the ROI from your time, effort, and money - it's important to 1) prepare ahead of time, 2) craft a game plan, 3) stay engaged during the event, and 4) take proactive steps afterward to maximize professional growth and connections. Below and attached are some key tips and a roadmap of to dos to maximize results from conference attendance. ➡️ Prepare Before Your Go: - Define clear goals for attending the conference, such as networking, learning, or scouting new opportunities. - Review the event schedule and identify sessions, speakers, and networking events relevant to your objectives. - Research attendees and, if possible, reach out for pre-conference meetings or introductions. - Prepare an elevator pitch to describe yourself succinctly and bring business cards, or digital equivalents, for easy information exchange. ➡️ Be Ready to Maximize Your Experience: - To expand your network, attend both formal sessions and informal events, such as coffee breaks, dinners, or social activities. - Attend a variety of session formats to broaden your learning, from workshops to panels and lectures. - To cover more ground, consider distributing your team among parallel sessions and share notes afterward. - Throughout the event, take notes on key takeaways, interesting contacts, and actionable tips. - Use the conference app or social media to connect with other attendees and keep track of sessions and people you meet. ➡️ Network Effectively: - Approach new contacts genuinely and avoid overly sales-focused conversations. - Refer to name tags for personalized introductions and ask follow-up questions to foster meaningful dialogue. - Be a giver: offer assistance to others and share insights from sessions to start conversations. - Be ready to end conversations politely and move on as needed. ➡️ Post-Conference Actions: - As soon as possible after the event, review and organize your notes on sessions and contacts. - Summarize and share insights, key takeaways, and resources with your team or network to extend conference value. - Follow up with new contacts via LinkedIn ASAP, and later via email to continue professional relationships. - Take time to reflect on your original goals for attending and whether attending the conference helped you achieve them, then plan for improvements at future events. - Rest and recharge as needed: balance intense participation with self-care. When approached intentionally and actively, attending a conference is a valuable opportunity for professional development and networking. With solid preparation, engaged participation, and strategic follow-up, anyone can turn a single event into long-term benefits and connections! Please share other tips in the comments. Thx! #businessdevelopment #marketing

Career progression : Yes, but without the manage people part There is a growing group of young professionals who do not aspire to be a people manager. There are good reasons for this with for instance research from McKinsey indicating that 53% of middle managers say they’re overwhelmed in work, and 51% say it’s impossible to give all of their direct reports the one-on-one time they need. Suzie Coen published an interesting article in The Hill on how companies are creating dual career paths to respond to the growing trend of people that dont aspire to be people managers. 1. Shopify split its career ladder into two tracks, “crafter” for individual contributors and “manager” for aspiring leaders. This allows individuals to advance in their areas of expertise and passion, rather than forcing them into roles that may not suit their skills or interests. Under Shopify’s dual-track framework, individual contributors or crafters can ascend in their careers without the implicit necessity to manage people, but they’re regarded as leaders and are compensated accordingly. Offering a distinct managerial track has helped to empower individuals who have a genuine interest and skill in leadership and people management to pursue those roles. 2. Walmart Global Tech launched a Fellow program which fosters growth in individual expertise, without mandating a shift to managerial roles. 3. Google’s engineering teams have created an “individual contributor” career path that is more prestigious than the manager path, and sidesteps management entirely. 4.Mastercard, employees can either progress as consultants (functional) or leaders (managerial). The company already has these defined paths in project management and sales, and plans to implement them in product development, marketing and communications. 5. BP has triple tracks: functional specialists, functional leaders and business leaders 6. Rolls Royce also has three tracks for promotion in the form of specialist roles, technical manager and project manager. Not all completely new but an interesting approach to enable a different career progression path for single contributors who just dont like the people manager part of the next level jobs. Source: https://lnkd.in/eGrr-Ud3

As LinkedIn's 2025 Workplace Learning Report states, career progress is people's number one motivation to learn. And, as we all know, fueling a culture of continuous learning leads to innovation. At Verizon, we’re investing in career development in a big way, refreshing practices and introducing new tools to expand our employees’ options for future roles. So, what does that really mean? It's all about providing our people with greater ownership to build the career path they want. Sometimes it’s hard to know how to get from point A to point B. With the help of technology and AI, our V Teamers are able to map out next steps including one or two roles into the future. They receive suggestions for training and development opportunities, and alerts with available jobs that match their skill sets. Here’s the best part: Since transforming our approach, we’ve seen a remarkable increase in employees applying for and moving into new roles across the organization. And 1 in 3 of these moves is to a different job family! Investing in our employees is an investment in our company’s future. Giving them the clarity they need to take their careers where they want to go creates an engaged and empowered workforce. We’ve seen it firsthand. What are your top observations from the LinkedIn Workplace Learning Report? Let me know in the comments. #HR #WorkforcePotential #TalentStrategy

Innovative and Sustainable Financing of Skills Development Systems Sustainable skills development requires more than good policy design — it requires innovative and diversified financing modalities. Around the continent, several models are already showing what is possible: ✅ Results-Based Financing (RBF) – Widely applied in The World Bank–supported skills projects, RBF links disbursement of funds to measurable performance outcomes, incentivizing institutions to deliver quality training and stronger employment results. ✅ Public–Private Partnerships (PPPs) – For example, IFC - International Finance Corporation has partnered with governments and training institutions to co-invest in skills programs aligned with market demand. This ensures both relevance and shared risk. ✅ TVET Training Funds – #Ghana’s and #Mozambique has implemented a national TVET training fund, creating a structured mechanism to pool resources from multiple partners and ensure predictable financing for skills providers. ✅ Skills Levy Schemes – #Malawi's and #Zambia's experience with a levy on formal sector employers demonstrates how domestic resource mobilization can create a steady flow of financing dedicated to training and #workforce development. These approaches highlight that #financing skills is not limited to public budgets alone. By adapting and combining such instruments, countries can build more resilient skills ecosystems, ensure industry relevance, and respond to the rapidly changing demands of the #labor market. With #Africa moving forward on regional integration and the need to equip its workforce for the future, expanding these innovative financing models has become essential Pedro Cerdan lnfantes Xiaoyan Liang Nobuyuki Tanaka Jørgen Billetoft Federico Leo Ilídio Caifaz Zakaria Sulemana Cosam Joseph #Skills #Financing #TVET #HumanCapital #FutureOfWork #visitethiopia #ethiopia #kenya #tanzania East Africa Skills for Transformation and Regional Integration Project (EASTRIP)

It’s September, and conference season is upon us! As the founder and president of a professional services company, I’m gearing up for several events with a clear business development plan to maximize these opportunities. Sales wasn’t always part of my career plan, but as an engineer at heart, I’ve learned that having a process for everything—even sales—is essential. Attending these events comes at a significant cost, both financially and personally, so making the most of them is crucial. Here’s a glimpse into my process: 1. Target Identification: I start by reviewing the list of presenting companies and attendees on the conference app. This isn’t just a quick glance - I carefully downselect those companies where I believe we can add value. 2. Deep Research: I then dive into deep research using LinkedIn, company websites, and other specialized research tools like Zapyrus. I look for key indicators that reveal who these companies are, where they’re headed, and where they might need support. This allows me to understand their challenges and goals, ensuring I’m prepared to offer meaningful solutions. 3. Grading Prospects: With research in hand, I grade each prospect based on our ability to help or add value. This grading is a structured evaluation, considering factors like company stage, technology focus, team composition, geographic location, etc.. Focusing on prospects that align with our expertise increases the likelihood of long-term partnerships. All research is captured for quick reference during the conference on, yes, you guessed it, a spreadsheet. 4. Customized Outreach: I craft personalized outreach emails 3-4 weeks before the event. These aren’t generic messages—they’re tailored to address the specific needs and opportunities I’ve identified during my research. The goal is to add value from the first touchpoint, setting the tone for a meaningful conversation at the event. This process isn’t just about ticking boxes; it’s about building a foundation of trust and understanding with potential clients and partners. In my experience, success in sales is often more about how you show up than what you’re actually selling. And of course, follow-up is key! After the event, I continue the conversation on LinkedIn, reinforcing connections and exploring further collaboration opportunities. Sometimes, I even facilitate connections elsewhere based on our discussions. Whether you're looking to connect with startups or investors, a structured approach can turn your efforts into tangible results. The key to success lies in preparation—knowing your audience, understanding their needs, and reaching out in a way that resonates. Looking forward to seeing many of you at the upcoming events! Let’s make the most of these opportunities and turn ideas into impactful collaborations. #LSIEurope #RESIBoston #MEDeviceBoston #Medtechcon #BusinessDevelopment #SalesStrategy #StartupSuccess #InvestorRelations

If you know me, you know that I’m not exactly the biggest fan of events and conferences. 😅 It’s awkward, I’m not great at small talk, and the social anxiety. “Woosah” But here’s the thing: events and conferences are 𝗴𝗼𝗹𝗱𝗲𝗻 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 to meet funders in person—especially for nonprofits based in the Global South. And avoiding them? Not an option. This month, in my "𝘞𝘰𝘳𝘬 𝘚𝘮𝘢𝘳𝘵𝘦𝘳 𝘢𝘴 𝘢 𝘍𝘶𝘯𝘥𝘳𝘢𝘪𝘴𝘦𝘳" series, I’m sharing tips that have made my work easier and more efficient. 💡 𝗧𝗼𝗱𝗮𝘆’𝘀 𝘁𝗶𝗽? 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝗮𝗻𝗱 𝘀𝘆𝘀𝘁𝗲𝗺 𝗳𝗼𝗿 𝗽𝗿𝗲𝗽𝗮𝗿𝗶𝗻𝗴 𝗳𝗼𝗿 𝗰𝗼𝗻𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀. Conferences are a regular part of the job, so having a go-to system means you can focus on what matters: making meaningful connections. Here’s what’s worked for me: ⏰ 𝗦𝘁𝗮𝗿𝘁 𝗲𝗮𝗿𝗹𝘆: Three months before the conference: • Reach out to current funders first, set meetings with them, and (based on your relationship) ask if they can introduce you to potential funders attending. • Re-engage potential funders with an update (e.g., new findings, a study, or a program milestone) and request a meeting. • Reach out to peers and other organizations as well - these relationships are just as valuable. 🎯 𝗦𝗲𝘁 𝗰𝗹𝗲𝗮𝗿 𝗴𝗼𝗮𝗹𝘀: For example, "secure 10 one-on-one meetings with potential partners, aiming for a pipeline of $1 million in funding opportunities within the next 6 months." Having a target keeps you focused and makes it easier to measure success. 🔍 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝘆𝗼𝘂𝗿 𝘁𝗼𝗽 𝗳𝘂𝗻𝗱𝗲𝗿𝘀: Make a list of your top 10 funders to connect with. Use the conference attendee search tool to see if they’ve attended before. Share this list with your senior leadership, board members, and donor networks—they can help with intros! 📊 𝗧𝗿𝗮𝗰𝗸 𝘆𝗼𝘂𝗿 𝗼𝘂𝘁𝗿𝗲𝗮𝗰𝗵: Create a simple system to track responses and schedule meetings as soon as you’ve sent emails. A spreadsheet or CRM tool works great for this. 📧 𝗦𝘁𝗮𝗻𝗱𝗮𝗿𝗱𝗶𝘇𝗲 𝗼𝘂𝘁𝗿𝗲𝗮𝗰𝗵 𝘁𝗲𝗺𝗽𝗹𝗮𝘁𝗲𝘀: Prepare email templates for current and potential funders. Include placeholders to personalize based on their interests or connections. 📅 𝗙𝗼𝗹𝗹𝗼𝘄 𝘂𝗽 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁𝗹𝘆: Persistence is key! 🗣️ 𝗣𝗿𝗲𝗽𝗮𝗿𝗲 𝘁𝗮𝗹𝗸𝗶𝗻𝗴 𝗽𝗼𝗶𝗻𝘁𝘀: Know your key messages and tailor them for different audiences. 🕵🏽♀️ 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 “𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝗴𝘂𝗶𝗱𝗲”: Develop a 'Profile Guide' for potential partners you couldn’t secure a meeting with. Research their recent projects, priorities, and areas of interest, and keep this guide easily accessible for impromptu discussions or future outreach. 🔄 𝗥𝗶𝗻𝘀𝗲 𝗮𝗻𝗱 𝗿𝗲𝗽𝗲𝗮𝘁: After the conference, refine your system, note what worked, and reuse it for future events. What are your tips for preparing for conferences? I’d love to hear what works for you. Follow @imanlipumba for more smart fundraising tips. #FundingAfrica #Fundraising #InternationalDevelopment #Nonprofit

We’ve been setting people up to fail. For too long, we’ve pushed the idea that the only way to advance is to become a manager—forcing top-performing individual contributors (ICs) into leadership roles they never wanted. The result is burned-out leaders, disengaged teams, and talented professionals stuck in roles that don’t fit. But what if we stopped treating management as the only path to success by creating real opportunities for ICs to grow, be rewarded, and make an impact—without forcing them into leadership just to get ahead? Companies like Shopify and Walmart are already leading the way, adopting dual-track promotion systems that allow employees to advance as either leaders or specialists. Shopify, for example, recognized that forcing employees into people management roles was taking them away from the work they loved and ultimately hurting both engagement and business outcomes. Now, they’ve introduced dual career tracks that allow employees to grow as ICs or as managers—without sacrificing compensation or prestige. And they’re not alone. Walmart Global Tech has launched a similar initiative, creating a Fellow program where technical experts can advance while staying hands-on in their field. The results speak for themselves: higher engagement, lower turnover, and a workforce that thrives on its own terms. The future of career growth is about building a dynamic system where expertise is valued just as much as leadership—and where success has more than one definition.