Continuing education and professional development of the staff is often identified during an assessment process, or at a stand-alone firm retreat, as crucial to encouraging creativity, innovation, and retention of staff over the long term. In most firms, however, the continuous learning of professional skills is a haphazard affair. Most often, it is based in ‘on-the-job’ training, as opportunity presents itself in practice. While this can be effective at times, it lacks thoughtful consideration of the capabilities a firm might need to cultivate, and it fails to take into account the learning interests and career goals of individual staff members.

Why is a learning plan important?

A learning plan, developed individually for each staff member, integrates the goals of the firm with the goals of the individual. It fosters a culture of learning, in which people are encouraged to share and create knowledge. It furthers in-house development of the capacity needed by the firm to accomplish its strategic goals and it helps staff feel valued and empowered in their career path.

How does a learning plan work?

• Determine appropriate budget for professional development
• Identify capabilities and skills needed, but not present, within the firm
• Identify learning goals for the individual staff member, within the larger system of their current role and future possibilities in the firm
• Assess the individuals' strengths and learning needs
• Identify specific courses and conferences for each staff member to attend
• Identify staff workgroup involvement that contributes to the learning plan

RM Klein Consulting can help create and implement learning plans for key professional and administrative staff.