Each professional staff member is responsible for their own learning and growth. However, the manager is responsible for offering feedback, providing their own suggestions, and supporting the professional staff member's development.

Professional Staff Member Example: "To prepare for a leadership role, I'll need to learn more about communication, management, and leadership. It would also help to learn more about what you (my manager) do."

Manager Example: "Starting with some basic skills and tools will be helpful. There's an online Management Essentials Certificate available in Career Pathway that provides some of the tools you would need as a new manager when you're ready and an opportunity is available. Additionally, understanding Emotional Intelligence is helpful for leaders at any level. There are courses offered through Drexel Human Resources, and also free assessments, videos, and articles that you could begin to explore. Then, we could set aside time in our 1:1 meetings to discuss how to put your learning into practice."

How can a manager support learning & growth?

• Provide routine, constructive feedback

• Encourage development and use of strengths

• Make development part of the work

• Prioritize time for development activities

• Support participation in a degree or non-credit course or program

• Include discussions about recent learning in every 1:1 meeting

• Recommend participation in a program from Drexel HR

• Participate in the same program and discuss learning together

• Set up shadowing; follow up on learning

• Provide a stretch assignment; set clear expectations, offer support, and follow up

• Make introductions to support learning & growth

• Set up a TED Talk watch party on a topic you think would be helpful for the team; discuss learning together

Article from Center for Creative Leadership: "Talent Development: Smart Managers Follow This Checklist"