7 Ways Companies Prioritize Upskilling or Fail


Companies prioritize upskilling+

It’s necessary that companies prioritize upskilling to remain competitive in today’s tight and swiftly evolving job market. Upskilling is the process of acquiring new skills or improving existing ones to adapt to changing job demands. It is crucial for businesses to invest in upskilling their workforce as it helps improve productivity, increase employee satisfaction and retention, and create a culture of continuous learning.

7 Tips Help Companies Prioritize Upskilling

In this article, we will discuss seven tips to help companies prioritize upskilling during the present workplace turmoil. They are:

  1. Assess their Skills Gap
  2. Develop a Learning Culture
  3. Offer Training & Development Opportunities
  4. Provide Support & Incentives
  5. Provide Support & Incentives
  6. Integrate Upskilling into Career Development Plans
  7. Measure and Evaluate

We’ll examine the correct way companies prioritize upskilling by looking at each factor individually.

1. Assess the Skills Gap

The first step to take when companies prioritize upskilling is to assess the skills gap within the organization. A skills gap analysis helps identify the skills and knowledge that employees lack, which are necessary for the company’s growth and success. This analysis can be done through employee surveys, performance evaluations, and job descriptions. Once the skills gap is identified, companies can prioritize which skills to upskill first, depending on their urgency and impact on the business.

2. Develop a Learning Culture

Companies prioritize upskilling by setting a learning environment

Organizations need to develop a culture of continuous learning to prioritize upskilling effectively. This means creating an environment where employees are encouraged to learn and grow, and where learning is integrated into daily work routines. Managers should lead by example by prioritizing their own upskilling and providing support and resources for their teams to do the same. A learning culture fosters innovation, adaptability, and employee engagement.

3. Set Clear Goals

Companies prioritize upskilling

Clear goals help employees understand what they are expected to achieve and how their upskilling efforts contribute to both a worker’s career and the company’s success. Goals should be specific, measurable, achievable, relevant, and time-bound (SMART). They should also align with the company’s strategic objectives. By setting clear goals, companies prioritize upskilling, can track progress, evaluate the impact of upskilling efforts, and make necessary adjustments.

4. Offer Training & Development Opportunities

Companies prioritize upskilling in training and development

Companies must provide training and development opportunities to help employees acquire new skills and knowledge. This can be done through on-the-job training, formal training programs, mentorship, coaching, and e-learning. The type of training offered should align with the identified skills gap and be delivered in a format that suits employees’ learning styles. Companies can also encourage employees to pursue further education or certifications to enhance their skills.

5. Provide Support & Incentives

Employers should provide support and incentives to encourage employees to prioritize upskilling. This can be in the form of time off for training, financial assistance for further education, or recognition for achieving upskilling goals. Managers can also provide feedback and guidance to help employees stay on track and identify areas for improvement. Offering support and incentives shows that the company values employees’ professional

6. Integrate Upskilling into Career Development Plans

Firms should integrate upskilling into career development plans to help employees advance their careers within the company. Career development plans should be tailored to each employee’s skills, goals, and aspirations. Employees should have opportunities to acquire new skills, take on challenging projects, and receive feedback and mentoring from managers. By integrating upskilling into career development plans, companies can retain top talent, increase employee engagement, and build a skilled and motivated workforce.

7. Measure and Evaluate Upskilling Initiatives

Upskilling has become an essential part of talent management for companies as they seek to keep pace with technological advancements and stay competitive in their respective industries. Some firms invest heavily in upskilling programs to train their employees, improve their skills and abilities, and ensure that they are equipped to handle the changing demands of the business world. However, simply providing training is not enough – companies must also measure and evaluate their upskilling efforts to ensure they are achieving the desired outcomes.

Measuring and evaluating upskilling efforts helps companies to assess the effectiveness of their training programs. By tracking and analyzing metrics such as employee performance, engagement, and retention rates, companies can identify areas for improvement and make data-driven decisions to optimize their upskilling efforts. This process can also help companies to identify high-performing employees who are excelling in their training programs and develop career progression plans for them.

Justifying Investment in Upskilling

Measuring and evaluating upskilling endeavors also helps companies to justify their investment in training programs. By presenting concrete data that demonstrates the impact of upskilling on business outcomes, companies can show the return on investment (ROI) of their training programs and secure buy-in to continue investing in employee development.

Moreover, measuring and evaluating upskilling undertakings can provide companies with a competitive advantage in the job market. Prospective employees are increasingly seeking out companies that prioritize employee development, and showcasing a robust upskilling program with data to back it up can help companies attract and retain top talent.

So, measuring and evaluating upskilling attempts is essential for companies to ensure they are achieving the desired outcomes, justify their investment in training programs, and maintain a competitive advantage in the job market.

Companies must measure and evaluate the effectiveness of upskilling projects to ensure they are achieving their desired outcomes. Metrics can include employee satisfaction, retention, productivity, and the impact of upskilling efforts on the company’s performance. Companies can also conduct regular skills gap analyses to assess their upskilling efforts.  This detects  whether they are addressing the most critical skills gaps. By measuring and evaluating, companies can make data-driven decisions and adjust their upskilling strategies accordingly.detects


Companies prioritize up-skilling career advancement

In conclusion, upskilling is crucial, and companies prioritize upskilling to remain competitive in today’s workplace uncertainty. To effectively prioritize upskilling, companies must assess the skills gap, develop a learning culture, set clear goals, offer training and development opportunities, provide support and employee incentives to participate, integrate upskilling into employee career development plans and measure and evaluate upskilling initiatives.

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Flexicrew has advised many HR recruiters and functional hiring managers on correct interviewing techniques, successful recruiting methods and upskilling opportunities. That reduced the chance of their making the most common recruiting mistakes.

Would you like support in recruiting your next new hire who is eager to take advantage of upskilling opportunities? Please contact one of our professional recruiters with many years’ experience in staffing.

Why Resilient Workforce Critical to Employers


Why is a resilient workforce critical to employers?

Today's workforce must be resilient

Resilience is a critical trait that enables individuals to cope with challenges and bounce back from adversity. In the workplace, resilience is more important than ever, particularly in today’s fast-paced, ever-changing business environment.

Employers must ensure that their workforce is resilient if they want to remain competitive and thrive in the face of ongoing challenges.

Reasons Today’s Workforce Must be Resilient – for their Employers’ Sakes

There are several obvious reasons why resilience is critical for a workforce.

Firstly, resilient employees are better equipped to manage stress and pressure. They are less likely to become overwhelmed by setbacks or challenges and can maintain a positive attitude even in difficult circumstances. This not only benefits the individual but also the organization, as it leads to better morale, improved productivity, and reduced turnover.

Secondly, resilient employees are better able to adapt to change. In today’s business world, change is constant, and organizations must be able to adapt quickly to remain competitive. Resilient employees can navigate change more easily, embracing new technologies, processes, and ways of working. This helps to ensure that the organization remains agile and responsive, able to pivot quickly in response to new opportunities or challenges.

Third, resilient employees are more innovative. They are not afraid to take risks or try new things, even if they may fail. They are comfortable with uncertainty and ambiguity and are not afraid to challenge the status quo. This is particularly important in industries such as technology and innovation, where organizations need to continually push boundaries and take risks to remain competitive.

Fourth, resilient employees are better able to collaborate and work as a team. They are more open to feedback and are less likely to become defensive or take things personally. This creates a more positive and productive workplace culture, where employees feel supported, valued, and empowered to work together towards shared goals.

Fifth, resilient employees are better equipped to cope with the inevitable setbacks and failures that occur in any workplace. They are able to learn from their mistakes and use this knowledge to improve their performance in the future. This creates a culture of continuous improvement, where employees are constantly striving to learn and grow.

4 Ways Employers Ensure Their Workforce Is Resilient

All right, we accept that a resilient workforce critical to employers in today’s challenging business environment. But how can employers ensure that their workforce is resilient?

4 Paths to Workforce Resilience

Employers must work to ensure today's workforce is resilient

We identified 4 steps employers should take if they want to ensure an adequate supply of  high-performing employees because resilient workforce critical to employers:

1. They need to create a supportive and positive workplace culture

This includes promoting work-life balance, providing opportunities for training and development, and fostering open communication and collaboration. It also means recognizing and rewarding employees who demonstrate resilience, as this helps to reinforce the importance of this trait.

2. Employers need to provide employees with the tools and resources they need

That helps employees to cope with stress and pressure. This includes access to mental health resources, such as employee assistance programs or counseling services, as well as training on stress management techniques, such as mindfulness or meditation.

3. Companies should encourage employees to take breaks and prioritize self-care

This can include providing opportunities for exercise, healthy eating, and relaxation, as well as promoting the importance of taking time off and disconnecting from work.

4. Employers should foster a culture of continuous learning and development

This includes providing opportunities for training and upskilling, as well as encouraging employees to take risks and try new things. By doing so, employers can help employees to develop the confidence and resilience they need to thrive in the face of ongoing challenges.

In Conclusion

word resilience

The critical importance of resilience in the workplace cannot be overstated. Resilient employees are better equipped to manage stress, adapt to change, innovate, collaborate, and learn from setbacks and failures.

So, companies must create a supportive and positive workplace culture, providing employees with the tools and resources they need to cope with stress and pressure, prioritizing self-care, and fostering a culture of continuous learning and development.  That is how employers can ensure that today’s workforce must be resilient and well-positioned to succeed in today’s ever-changing business environment.

Need Assistance Hiring Resilient Workers

Flexicrew supports employers who recognize today's workforce must be resilient

Flexicrew recognizes that a resilient workforce critical to employers.  If you need some assistance in recruiting and hiring more resilient workers in this tight labor market, contact Flexicrew Today.

How to Nail Your Career Decisions


Nail your career decisions with a process

Do you feel you nail your career decisions?  Some workers assert, that in its simplest form, your career is a series of choices. This is, in some sense, true.

Except …

However  it’s not that simple, because your work life itself is not that simple. The complexity of your career or, rather, flourishing in your career, means that the choices the average worker faces over the course of a career are equally complex. These choices range from simple operational decisions (Should I work in the office or work remote tomorrow?), to difficult moral personal choices (Should I speak out against a discrimination I personally observed, and experience increased personal risk)?

Either way, you need to nail your career decisions.

In business, decision-making is a critical skill that an organization must have if it hopes to advance, or even endure. It really does not matter what business a firm is in.  It will always use decision-making in the daily work life.

Nail your career decisions

Common Elements of Decisions

Obviously, you want to nail your career decisions.  The one thing that all these decisions have in common is the option of choosing action and outcome. However, because the nature of these various actions, and their potential outcomes vary wildly, no single strategy can encompass the process of deciding between them.  This is where it becomes important for employees up and down the organization to have an understanding of what a correct decision is and how to improve them.

Make more confident decisions to nail your career decisions

Decision Definition

A decision is, of course, the action of deciding something. A person faced with a job choice, makes a choice. The most basic example of this is the proverbial fork in the road. When facing a fork in the road, you have the choice of taking the left fork or going right. You stop for a period of time while you think, then you decide to go either left or right. Once the decision has been made you take the path you’ve chosen.

That is straightforward and obvious, right? To some extent, the answer to that question is yes. To a greater extent, however, the answer is no. To become a more efficient and more focused decision maker, you need to understand all the processes that went into making the simple decision above.

Steps in the Decision Process You Must Follow To Nail Your Career Decisions
  1. First, there was a problem. The course you were pursuing divided into two separate directions.
  2. Second, there was the character of the problem. Because the decision path divided, you were forced to go either left or right to reach your destination.
  3. Third, you needed to choose between these two options in order to continue.
  4. Fourth, you utilized your experience, knowledge, and intuition to decide which option was best suited to your needs.
  5. Fifth, you actually made the decision.
  6. Finally, you, once again, began moving forward towards your destination based on that decision.

As you can see, the simplest of decisions entails a number of steps. In most cases, we handle these steps subconsciously, without really being aware of what it is we are doing. When the decision we are faced with is simple, this “autopilot” method of choosing is not a problem. However, when more complex decisions need to be made, not understanding the process can give rise to difficulties.


In conclusion, strong decision-making is essential in any workplace due to its ability to positively impact outcomes. It is an invaluable asset. It can help guide individual personnel, teams and entire organizations through difficult decisions and ensure that they achieve the best outcome.  It ensures that employees and leaders make informed choices, which have the best chance of leading to a successful outcome.

Furthermore, it helps to foster a culture of accountability and responsibility within the organization. By improving their decision-making skills, workers can ensure that their workplace remains productive and successful.  That supports career advancement. Leaders should strive to empower employees with critical decision-making skills and foster an environment of mutual trust and respect. Finally, robust decision-making capabilities are essential for developing strong leaders who will be able to make sound decisions in times of uncertainty or crisis.  And have subordinates and co-workers trust enough to follow those decisions.

Nail your career decisions and be a leader that workers follow

With these elements in place, strong decision-making can be an invaluable asset in any organization and allow you personally to nail your career decisions.

Flexicrew Support

Employers:  If you need assistance finding individuals who possess higher level decision making qualities, contact one of our recruitment professionals Today.

Flexicrew supports hiring decisions

Job seekers:  if you are a looking for the ideal employer who cares about diligent workers like you, who can make strategic decisions without fear give us a call. We may be able to direct you to a workplace that ideally fits and recognizes your strengths.

Abandon Your Comfort Zone for Advancement


Can you think back on a time of real growth and advancement, be it in your career, in your own business, or anywhere else? More than likely, you had to abandon your comfort zone for advancement or growth to happen in your career. Yes, you can make progress by doing what you have always done. But it will be slow and more importantly, by staying within your comfort zone, you are limiting your potential growth. It is when you abandon your comfort zone, try something new, take a bit of a risk, and allow for job and professional growth that you start to see substantial changes for the better.

Staying in Your Comfort Zone

Let us say you goal is to expand your professional credentials and get the attention of your employer’s Management by getting out and speaking in front of a larger audience. What you have done so far, and what feels comfortable is authoring articles, thought pieces and reports with your analysis and opinions on existing ideas. And then you have shared them in your department, and maybe broader in your organization’s newsletter. Yes, some readers will find you. Yes, if you multiply your efforts, publishing more posts, articles or more reports and sharing more often across all your company’s publications, you will see some growth in stature and engagement.

But you are staying in your comfort zone.  And comfort really is not about comfort.  It is fear that holds you back from going after real growth.  That is what holds you back from getting what you want out of life and career.

 Abandon Your Comfort Zone

Abandon your comfort zone when facing a challenge at work

What if instead, you used the time you would have spent drafting another article or two per week and publishing them in your company newsletter, you took the time to write a post for a trade or industry publication with a bigger reach. What if you sat down and recorded an informational and useful video that you can then share online? And of course share via several social media outlets. What if you used the time to set up your own industry trends blog and continually send it to new members of online groups like LinkedIn. If those things are new to you, that may seem like a pretty scary proposition. But getting uncomfortable and doing it anyway can have some huge rewards.

Consequences of Abandoning Your Comfort Zone

Writing and submitting a guest post to industry blogs can give you a lot of added exposure by allowing you to get in front of a different and expanded audience. It also gives you the chance to start a relationship with others in your industry outside your company or city. That may lead to all sorts of other collaborations or opportunities.

Recording a series of videos gives you the opportunity to reach a completely different audience. There are plenty of people who prefer video content to written posts and articles. There are people who spend time each day watching YouTube videos who would never otherwise. stumble across you and your written material and ideas.

These ideas can sound like a scary proposition, but once you abandon your comfort zone and attempt something new it and find something that works well for you, you could get a steady stream of recognition and new contacts outside your organization that could lead to speaking engagements and possibly job offers. These could occur for you without any added work.

Another Advantage to Abandon Your Comfort Zone

There is something else I want to mention just in case I do not have you convinced yet that getting out of your comfort zone is something you should be doing regularly. You will not stay uncomfortable for awfully long. After recording those first few videos or submitting a couple of articles to industry publications you start to get comfortable with the processes. Before you know it, they become second nature and yet another tool in your virtual tool belt.

Next Steps

Abandon your comfort zone and see growth and advancement in your job and career

To overcome your fears in the workplace, you need to understand why you have them and then practice facing them so you can live a career and life of growth plus true fulfilment.  Once that happens, you know it is time to explore some other strategies and ideas to expand your reach, grow your career and even further abandon your comfort zone.

Flexicrew Assists Employers and Candidates

Employers, if you need assistance finding individuals who possess greater productivity qualities, contact one of our recruitment professionals Today.

Employees, If you are a looking for the ideal employer who cares about diligent workers like you, give us a call. We may be able to direct you to a workplace that ideally fits and recognizes your strengths.

5 Questions When Considering a New Job


It’s a new year.  That’s it! You’ve had it. Your job and, more importantly, your career is just not going as well as you’d like. It’s time for a change. You are considering a new job, a fresh start if you will. But how do you know where to even begin? Especially if you’re still neck-deep in a company and position you want to escape.  You may know the type of job you seek.  You may even have an inkling of the company you would like to work for.  Other elements come into play such as where do you want to live, and do you even have the skill set to command the job you would like.

Considering a new job

So let’s get started…

5 Questions When Considering a New Job

All right.  When you are considering a new job it can be less complex if you take it a step at a time. There is a process, and you must begin somewhere.  You start by asking yourself these five questions:

  1. What Are You Looking For?
  2. Are You Willing to Take Risks ?
  3. What is Different About the Job You’re Considering
  4. What Are You Giving Up?
  5. Are You Truly Ready to Let Go of Your Current Position?

5 Job search mistakes to avoid

Let’s take these questions one at a time to optimize your job search and avoid any glaring job search mistakes…

1. What Are You Looking For?

Too often, what you are thinking is a change in your career is nothing more than a dressed-up version of the old. To avoid falling into this trap, start looking for real and actual change. Start by asking the hard questions: What do you want out of your job and career? How are you not getting this in your present position? What would you need to do to achieve this? What’s one positive change which would place you closer to this goal?

2. Are You Willing to Take Risks?

Fresh starts in a new role will demand a certain commitment from you, which manifests in how much of yourself you’re willing to put into the change. If you’re not willing to risk the newness that comes with job change, or risk much in the way of change, you’re not going to have much success. Its possible you may not like the new job or the company culture.  Frankly, you may not be willing or able to adapt to the ‘way they do things.’  What if you lose the new job after a short time?  Have you thought of these possibilities?  Can you handle all this risk?  Do they scare you?  Are they more than you can cope with?

3. What is Different About the New Job You’re Considering

If you’re looking for a new beginning, there has to be something ‘new,’ or you’re not starting over at all. You are merely continuing what you’ve been doing all along. Just in a different place or for a different employer or in a different industry.  What is the thing you haven’t done before that a new job will provide you?

4. What Are You Giving Up?

A new job means your current job, work patterns, associates, etc. is ending. What are you leaving behind? Keep in mind this question doesn’t necessarily imply you need to abandon every aspect of your current work life.   Sometimes you’re leaving behind only a small part of your current situation.

5. Are You Ready to Let Go of Your Current Position?

Remember the devil you know? When considering a new job, this last question can be hard because you might not know this answer until you’ve begun. Every fresh start is doomed to failure if you’re weighed down with baggage from the previous. At the very least, though, it helps to have a positive attitude about letting go of the comfort and security of your present job and are willing to do the work to make this happen.

Summing Up

If you are considering a new job in the new year, these 5 questions will give you some idea of what to expect as you embark on the process of moving on. After all, being prepared truly is half the battle.

When considering a new job in 2023 answer these 5 questions for a successful job search

Flexicrew Support for Job Searchers

We all experience ups and downs in our job search. It’s not uncommon to feel stressed at times, frustrated with your job search, or unsure of what steps to take next. Flexicrew understands this and is committed to helping job seekers considering a new job find the right position. We’re here to help you every step of the way. With a wide range of services, Flexicrew will assist you with your job pursuit.

Flexicrew supports employees considering a new job

Contact us Today to help your job search by pinpointing your most in-demand qualifications in this turbulent job market.

How to Find the Right Accountability Partner


Find the right accountability partner to hit your targets consistently practice daily routines for productivity

When you have decided to engage an accountability partner, what is the first thought that comes to mind? As a businessperson looking to find the right accountability partner, you might be worried that you will not find someone. While it is true that an accountability partner is not a common circumstance, there are abundance of other workers looking for accountability partners too.

You are not alone in your search, and it can be helpful to have someone who understands what it is like to tackle business responsibilities. Or if you are a remote or hybrid worker, it is even more important to select an accountability partner because of the sometimes-lonely role you play and juggling both home and business duties.

Suggestions to Find the Right Accountability Partner

4 considerations when you are concerned how to find the right accountability partner are:

  1. Create a List of Potential Candidates
  2. Look for Matching Values
  3. Start with a Short-term Arrangement
  4. Consider Paid Options
1. Create a List of Potential Candidates

The initial step you should take when looking for an accountability partner is to make a list of people you already know that might be a good match. You can start by thinking of co-workers in your department or workers in other areas of your firm that have complementary functions. Or those with similar jobs to yours but work on different projects. But may be an accountability partner in your company feels a little too personal. Then you might consider a worker who performs your function but in a different company or industry.

You should also think about any networking groups that you participate in. Is there anyone there that you connected with, and feel might be a good business match?

Find an accountability partner to make things happen in your career

Of course, you do not have to limit your search to offline networking groups. You can also look for a virtual accountability partner if you like. Make a post in Facebook or LinkedIn groups explaining your search to find the right accountability partner. Let people you meet know you are looking for one, and what your needs are. You may get a response from someone that would be pleased to collaborate with you because they have the same objective as you.

2. Look for Matching Values

Display what Employers demand right now or they judge a candidate unqualified

Carefully consider your potential accountability partner. What is an important trait when you are trying to find the right accountability partner? You want someone in your corner that shares your values. If you have conflicting values, neither of you will get the most from your accountability sessions. For example, if you value helping employees succeed more than anything else, but your partner values furthering his or her career first, even at the expense of her employees then you are not going to relish your partnership very much. You cannot be supportive of each other because your values are not in alignment.

Before you agree to begin an accountability partnership with someone, take time to do your research. Look at their past actions, reputation, and character. Are they always complaining about their subordinates? Do they share negative news constantly? Do employees who previously worked for him have a low opinion of him and his style? These are all warning signs that you may not be a good match with this other worker, that you have not found a correct match yet, and that you should continue your search for the right one.

3. Start with a Short-term Arrangement

Find the right accountability partner and meet consistently

When you find another businessperson that you think might make a good accountability partner, then the real process begins. Make sure to keep things informal at first before you commence the endeavor. You want to agree to a limited time arrangement in the range of about six weeks to three months. This will be good trial period to work out a mutually agreeable process, assess the arrangement, work the kinks out and begin to see preliminary results. After this period, you can evaluate your partnership and decide if you would like to continue it.

Plan for an hour or so for your first meeting. This will offer you and your partner time to talk about your core values, your goals, and your business principles. Keep your first meeting’s agenda at a higher level and not try to get into the details or the specifics of what you want to accomplish going forward.

It can be motivating to get to know your accountability partner so take your time and do not rush your first session together.

4. Consider Paid Options

When you are searching for and trying to find the right accountability partner you might just discover something interesting. Sometimes, you need more help than one or two accountability partners can offer. In that case, you may want to consider paying to join an accountability group or business mastermind. These groups give you a chance to meet regularly online and talk with other business personnel and business owners. If this kind of support still is not enough, consider hiring a business coach to guide you through your business goals and action items.


Find the right accountability partner

It can take time to find the right accountability partner that you connect with. Just keep patiently searching and you will eventually discover an associate that is a solid fit for you.


Why find an accountability partner – Having an accountability partner to give you feedback or generate ideas will keep you motivated to produce.

Your accountability partner will keep you on track with your goals and activities, particularly when you find it impossible to do so yourself.

Find the right accountability partner – Define your goals. Finding a suitable partner involves setting clear goals. Discuss with coworkers to find an accountability partner you trust and value. Interview possible partners to understand their experience, skills and what they bring to an accountability partnership.

Make an ideal candidate list and write down potential candidates who satisfy your goals.

Understand your value system and seek those who match your values.

Kick off the process once you have hit on a match and keep meetings short and informal in the beginning.

Agree on a trial period to see if the arrangement will work out.

Finally, if fellow workers cannot suffice, consider paid options among consultants, counsellors and coaches who can provide the very support that you believe you need. An advantage of hiring this support is that they are trained people who will work for your goals, and you will not need to reciprocate as you would with a co-worker.

Flexicrew Support

If you need support in achieving your workforce goals, Flexicrew will help in shaping your workforce vision and in recruiting the talent you need to fulfill your goal.

If you would like support in recruiting your next new hire, please contact one of our professional recruiters who have many years’ experience in staffing.

Mentors Help Leaders Grow

 How Mentors Help Leaders Grow

Just how do mentors help leaders grow?

Mentors help leaders grow in their career advancement

Mentors help leaders grow and lift them up.  Being a mentor is a wonderful thing. Helping lift up on-the-rise leaders and help them grow through a mentorship relationship helps the mentor and the mentee.

Outside of mentorship, leaders can help one another out too. Your colleagues need your support to help them thrive and grow….because leadership isn’t for the weak.

Mentors inspire leaders to grow
 Obstacles in Business

Everyone faces tough times. Businesses close, projects fall apart, new launches are delayed, and poor relationships on your team can impact many other elements of the workplace . Leaders need other leaders to help. No one understands the struggles that leaders face better than other leaders. It’s important to lift leaders up and help them grow in the process.

Be There When Your Colleagues Need You

Leadership is its own club. People who lead need other people who lead to be there when times are hard…whether they ask or not. If you see someone in the leadership community struggle, get in there and offer your support. Reaching out and letting someone know you care can make all the difference in how well they cope during a tough time.

Note- leaders aren’t just work folk. A struggling mother or father is a leader. If you see someone who needs support, reach out and help lift them up.

Celebrate When Your Colleagues Win

It’s natural to feel a tinge of jealousy when your “competition” gets a win. Great leaders celebrate big wins whether they’re for the competition or their friends. Your genuine enthusiasm for other people’s success will only make yours stronger. There’s no limit to the amount of success available to you and those you are in leadership with. Get excited about their successes and genuinely congratulate and celebrate with them.

Step in When Your Colleagues Fall

Sometimes most workers as well as leaders have a setback or run into a hurdle they cannot overcome. An illness, injury, or even a discredit can set someone in leadership back. Be willing and able to step in when your colleagues falter. Offer to take some of their workload, offer to assist them in practical ways, or take the initiative and mentor for them in their absence. You’re a leader and there’s no better time to lead than when your fellow leader can’t.

Being in leadership is a sisterhood and brotherhood unlike any other. There’s a comradery between leaders who have worked hard to encourage, mentor, and motivate their teams. They need the same encouragement themselves. Leaders lean on leaders who ‘have been there.’  These understand and have the unique abilities to support them and help them grow too.

Who Can be a Mentor?

Reliable mentors can be anyone with the willingness to offer help. They could be a trusted colleague, supervisor, or manager. They could also be peers or even subordinates who have exhibited leadership qualities you admire. There are many ways to become a mentor and the most important thing is that you take the time to do it.

There’s no harm in starting small. Offer to help out with a task that’s not too difficult or time-consuming. This will give you an opportunity to get to know your mentee and see if there’s a potential for more. As you build relationships with those you mentor, they may be more likely to reach out for your help when they need it most.

Mentorship doesn’t have to be confined to the workplace. Anyone can be a mentor, whether they’re family members, friends, or even strangers. The most important thing is that you have the willingness and the time to offer help.

Summing up, good mentors help leaders grow especially early in their career and elevate them to new levels. A mentor provides support, guidance, and advice when needed to make their mentees better managers or leaders. They can help a young leader learn new skills and navigate through difficult situations. In times of struggle, a mentor can be a valuable listening ear and provide helpful feedback. A good mentor relationship is one that is mutually beneficial, with both parties gaining knowledge and growth from the experience. Are you ready to become a mentor?
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If you need assistance finding and recruiting quality candidates who possess either mentoring or leadership qualities, contact one of our recruitment professionals Today.

Mentoring Builds Better Leaders

Leadership Question

What would you say if I told you mentoring builds better leaders?  It’s been researched and proven that mentoring others makes you a better leader.

When mentors share their expertise and operational knowledge with other employees (including those they do not manage), it can build their credibility within their company.


A leader’s willingness to build up employees shows confidence in the leader’s own competence and indicates strong leadership. It also builds trust because they support the success of their subordinate employees.

Mentoring Builds Better Leaders

Become a better leader

If you’re in a leadership role, you didn’t arrive at that level on your own. Someone at some point mentored you and helped shape you into the people manager you have become. Having a mentor can make all the difference when it comes to being an effective leader. Being a mentor helps pay forward the help you’ve been given and the career’s worth of knowledge you’ve accumulated.

Mentoring others makes you a better leader because it helps you:

  • Teach a wider range of skills
  • Motivate new leaders
  • Keeps you grounded

Mentoring builds better leaders

Mentoring Teaches More than the Obvious

But, coaching an up and coming leader requires more than basic skills. Teaching someone to do a task in and of itself is a great thing to do. Passing on traditions and skills has been a form of teaching for generations. Mentoring someone in leadership surpasses practical skills and includes esoteric skills that go beyond the technical aspects of a trade. Mentoring teaches the psychological and inter-personal skills that make great leaders.  Another reason why mentoring builds better leaders.

Mentoring Motives New Leaders

Mentoring leadership builds motivation quickly

 Part of the role of leadership is motivating others. Getting them excited about the possibilities and feeling confident about what they can accomplish. Mentoring new leaders is the epitome of motivating. Sure, you’ll have to cover the challenges of leadership- which are many, but overall you can help motivate a new leader to be their best. This in turn, motivates you and helps remind you of the benefits of being a leader as well.

Mentoring Keeps Leaders Grounded Also

leadership inspires

 Being in leadership should be humbling. Serving others is what leadership is all about. Being a leader has perks and advantages, but it also has tough realities those who aren’t in leadership don’t have to face. Mentoring others keeps you grounded and reminds you that leadership is an important responsibility and that the well-being of those you lead is in a leader’s hands.

Mentoring is a wonderful way to sharpen your leadership skills and transform you as a leader. Instructing up-and-coming leaders the nuances of their roles can help them become better leaders in a shorter amount of time. Remember those who taught you along the way and be sure to pay it forward to the people you are fortunate enough to impact. Your teaching time can be learning time for you too because your mentee will surely have something new to teach you as well. Celebrate your mentees and help them achieve their best by mentoring them and pouring into their futures.

Summing Up

Mentoring builds better leaders

Mentoring builds better leaders because, put simply, it brings the best out of the people you lead. Great leaders who mentor inspire their team members to go beyond what they might do on their own.  Mentoring generates confidence, inspires trust and enhances team development. A big part of your own leadership development is determining what sort of a leader you want to be and mentoring other up-and-coming employees.

Up-Skilling Provides Opportunities for Career Advancement

New Skills Required for Career Advancement, Employee Retention and Recruiting Excellence

up-skilling career advancement

Here is a piece exploring the fact that professionals have the responsibility to keep up their functional knowledge and up-to-date on the latest trends in their field.  Ongoing training and learning are the keys to maintain and even get ahead in a career.  Without that you fall behind and others propel past you.  The article plus resources provide a how-to guide to attaining advancement in one’s career.  The emphasis is on training and professional development.

Computer technology has developed new opportunities for companies that require a modern workforce. Therefore workers must train for new skills and competencies to pursue and excel in new and changing jobs.

Why professional development will future-proof your career
Companies should be using CPD as a tool to attract top job candidates, retain their best workers and identify future leaders.

When it comes to future-proofing career progression, it is becoming increasingly clear that committing to continuous professional development is the best way forward.

At a glance

  • Professional development training is often overlooked and underappreciated, and is one of the first things to be sacrificed when budgets get cut.
  • Recruiters point out that it is vital that accounting and finance professionals upskill in the areas of business intelligence and cybersecurity, to provide value to businesses striving to cope in a challenging environment.
  • There are well-established links between professional development and profitability, since employees’ problem solving skills improve along with the ability to identify trends and opportunities for innovation.

“We are in a talent deficit at the moment because borders are shut, so there is no influx of talent and skills coming from the US and the UK fintech firms into Australia,” says Nicole Gorton, director at recruitment specialist Robert Half Australia.

Now, as the world slowly emerges from the pandemic, companies are hiring again. Gorton says every business she goes into is looking for candidates with strong skills, particularly in business intelligence, analytics and cybersecurity.

“The problem is, they can’t find them,” Gorton says. “As a result, upskilling is the way to go, and I’m telling companies I can find them good people, but they are going to have to train them.”

From knowledge to profit

Links between professional development and the profitability of organisations are well established.

“CPD ensures the upskilling of employees’ technical capabilities, leadership competencies, stakeholder relationship management skills and the ability to strategise, analyse and use that information to make more robust decisions for the business,” says Gorton. The company benefits because staff get better at problem solving and identifying trends and opportunities for efficiencies and innovation.

What’s more, staff who can apply their skills and play to their strengths daily are six times more likely to be engaged on the job, according to a Gallup Poll.

“Professional development training is overlooked and underappreciated as an employee retention and recruitment tool,” says Gorton. “In fact, it’s often one of the first things to go when budgets get cut.”

Gorton thinks that’s a false economy. Instead, companies should be using CPD as a tool to “attract top job candidates, retain their best workers and identify future leaders”.

A price worth paying

While it is clear that CPD offers all-round benefits, what is less clear is who should be paying for it.Peter Polgar FCPA is executive chair of professional services firm Reanda Australia, and says even after 50 years in finance and accountancy, trying to keep abreast of what is going on in the industry is more challenging than ever.

He is in no doubt, however, that continued professional development should be a shared responsibility between the employer, the employee and professional associations.

“Professional development should be a shared vision.  We need to take ownership, as we are all in this together,” he says.

At Reanda, employees are encouraged to take an active part in their own learning and are reimbursed for the cost of successfully completed training courses.

“Big firms like ours have the resources and capacity to budget for professional development, but smaller firms are less able to do that and training becomes a discretionary cost,” says Polgar.

“Employers recognise the importance of ‘soft’ skills training, but it competes in priority with new product launches, performance and growth… the appetite is there, but it’s not always a priority, and that needs to change.” Nicole Gorton, Robert Half Australia

In order to help manage the cost of CPD for staff, the employer should have a good understanding of the business’s cost revenue structure. Taking a strategic view of CPD means determining what the organisation needs and when, and how to go about delivering that in the most cost-efficient way possible.

This may include delivering CPD through group training sessions or peer-to-peer knowledge sharing, with employees presenting their learning to the wider team following a conference, for example.

A weekly or monthly discussion group on problem issues could also bring a team closer together.

Cross-training or shadowing someone who is comfortable performing tasks another employee needs to learn is another cost-effective way of upskilling staff, as is identifying an employee with strong communication and behavioural skills who is willing to act as trainer for others and would be happy to change their job description.

A business that prioritises CPD and develops a clear idea of how learning and development activities fit into the overall strategy is much more likely to achieve desired results without going over budget.

Requirement for continuous learning

Accountants have a professional responsibility to keep their knowledge up to date and stay on top of the latest industry developments.

“If you are not learning something new every day, then you are not keeping up, as the industry is changing every day,” cautions Polgar.

This includes not only improving technical knowledge and staying up to date with technology trends, but also honing so-called “soft” skills, such as communication and people management, says Gorton.

Cultivating the ability to navigate conversations, negotiate and wield influence is even more important in the post-COVID-19 world, where so many daily interactions with colleagues and clients are not face-to-face.

“Employers recognise the importance of ‘soft’ skills training, but it competes in priority with new product launches, performance and growth as it relates to shareholder interest,” says Gorton.

“The appetite is there, but it’s not always a priority, and that needs to change.” Gorton says one solution is to put professional development into the context of an employee benefits package, ensuring there is diversity and opportunities available to everybody.

“Every company is different in how they remunerate staff, and you have to look at the whole attraction and retention package, and also combine that with what opportunities are available to you as an employee over the next 12 months,” she says.

Some employees may prefer paid professional development to other “perks” offered by employers, such as flexible work arrangements or paid health insurance.

Holistic view of learning

While most of us think about ongoing development in terms of online or classroom-based training programs, employers should be taking a more holistic view, says David Pich, CEO of the Institute of Managers and Leaders Australia and New Zealand.

Mentoring, networking, resilience planning, mental and physical self-care and using self-analysis tools are all part of professional development.

“There are as many learning options as there are lessons to be learned,” says Pich.

In times of unprecedented change, “it is essential to be supported by other professionals who can provide objective perspectives and guide you through upcoming challenges”.

Those challenges are only set to increase. Deloitte predicts that, by 2030, the average finance professional in Australia will be short of two or three critical skills necessary to be effective in their role.

This is convincing evidence that investing in CPD is an investment in future-proofing business.

How to ask for professional development training (and get your employer to pay for it)

Nicole Gorton, director at recruitment specialist Robert Half Australia, has some tips on how to make a convincing case for your employer to invest in your professional development.

  1. You need to be able to put forward well reasoned benefits of what it could mean not just for you personally, but for the organisation, and how those advantages can play out for everyone.
  2. Bring up the subject of CPD either during the job interview or at the annual performance review. If you can’t wait until that comes around, book a meeting. This will signal your serious intent.
  3. Prepare well, so that you know what you want to get out of the meeting, having considered your career goals, your particular interests, along with your strengths and weaknesses and where you need to target training.
  4. Ask your manager for their advice about how to develop your career. They may have suggestions that you hadn’t thought of or insider knowledge of the company that can help you create an action plan for CPD.
  5. You need to demonstrate how CPD training will be a return on investment for the company. If, for example, you are requesting software training or a course in AI, indicate how it will reduce the amount of time you spend on certain tasks, reduce errors and increase your productivity. If you can put an estimated dollar figure on company savings as a result of your training, all the better.
  6. Ensure your manager knows exactly what you are asking for and has been sent links to the course you want funded. If the course involves taking time off work, explain how much time off you will need and when. If there will be other associated costs, such as travel, lodging, registration fees and meals, include those in your estimate.

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How to Stand Out At Work Without Standing Out

Successful careers start with standing out from the crowd.

But, many workers will contribute only what their job requirements call for and not perform much more. A select few will work really hard at their job and do extremely well.  However, there is a small subset of workers who really put themselves out and chip in in any way possible. To advance with your employer, you must be a member of that group.

So, what are some ways you can stand out at work?

How to stand out at work

If you perform your work duties well, you will be recognized as a worker good at his job. However, when it comes time to promote, the management team looks for leaders. Leaders are those workers who are totally involved with the success of the company. They pay attention to their job and responsibility but also are dedicated to the entire business, its goals and vision.

What other activities must an employee take on in addition to his job to stand out?

Many people do not realize that while they were hired to do a job, Management believes it’s also their responsibility to do whatever it takes for the company to flourish. You need to continuously find ways to save or earn the company money, to be get ahead and to demonstrate your value to the firm.

Here are the top 10 ways you can stand out at work and advance your career:

1.Create Your Own Side-projects

Excelling at an assigned project is expected.  Excelling at a side-project helps you stand out.  Create a project and work on it on your own time at home. Your side project will make you ‘that guy.’

It is especially true if you create something for customers.  Test out your ideas for a special product or deliver a unique service with a particular client in mind.  Management will appreciate you even more especially if it locks-in a customer to your company or if the new product or service idea can then be sold to other customers

2. Do Things Without Being Asked

If you see that something needs to be done and nobody is doing it, DO IT. It’s always surprising how few employees do this.

It’s really quite simple: people who step in and help out stand out.

3. Do MORE Than What Your Job Requires

Go beyond offering “standard help.” I’m always impressed in a supermarket if I ask a stocking clerk where an item is located and s/he takes me directly to it rather that saying, “It’s on aisle 8.”  So, at work, don’t give a standard reply on how to do it.  Do it for them!

No matter your job, going above and beyond your standard job duties will help you grow your career.

4. Take the Lead When You Can

Someone must be the leader. Why shouldn’t it be you? If it’s not you, still contribute at a high level. Provide ideas and suggestions. Challenge things that do not make sense. If you do this respectfully, you will stand out.

Once again, silence does not get you noticed; it gets you overlooked. Engage in your career and try to become the leader where possible, but don’t step on anyone’s toes while you’re trying to take over the lead.

Talk it up and do your job as if you already ARE a leader there. If you do not agree with something, ask questions.

5. Be Proactive

Learn all about the organization and how your role can bring maximize benefit to it.  Learn a skill that will help you stand out.  For example, you might become the person everybody goes to for assistance with developing an important presentation to Management or for help with operating a particular computer software.

Anticipate problems that might arise and think about ways to fix them before they even occur. Do not wait for things to happen and be a “reactive” employee.

Most workers know they could do more if they wanted to. So be that person and come up with a plan.  But plans are not enough.  Put the plan into action and mention what you’re doing to your boss.

6. Always Offer Ideas and Suggestions

Start with your own job and if you have an idea or two about how it can be done more efficiently, suggest it. Even if your manager balks at it, keep making suggestions wherever you can.

Eventually, one of your ideas will gain support and you’ll make a difference at work. Sometimes the smallest ideas can have the greatest impact.

7. Do Not Sit Quietly in Meetings

Every meeting has employees who talk and those who do not. Strengthen the discussion any way you can and contribute at a high level. When management is in meetings with you, they take notice of the contributors.  But don’t talk just for the sake of hearing your voice.  Then you will stand out as a blowhard that managers will want to muzzle.

Leaders are not silent in meetings. Advance in your career by being active in it.

8. Be Dependable and Reliable

Show up on time every day. Let appropriate people know well ahead of time if you must be late or absent.  Be on time, whether you’re arriving for work, returning from lunch, going to staff meetings, or completing tasks.

Be prepared. Come to work willing to pay attention, follow directions, and do the job.

Do what you say you’ll do.

Keep your work area organized. This habit shows your boss and co-workers that you’re in control of what you’re doing.

Review the quality of your own work.  It shouldn’t take your supervisor to point out your errors or faulty judgement.

9. Work Harder Than Anyone Else

Nothing is an alternative for hard work. Observe the people working around you: How many of them are working as hard as they could?

Very few.

The best way to stand out is to out-work all your co-workers.  It’s also the easiest way because you’ll be the only one trying.

10. Always Offer to Help Others

Become the “go-to” person—the person that can be counted on to help. If you are that person, it will go a long way!

What-if your company announced layoffs. An employee who is the “go-to” person and adds value to the organization will be considerably less likely to be laid off than an employee who just sits quietly and does their job.  A quiet employee that does their job well doesn’t stand out as an indispensable employee.

By offering to help others and having expertise, you’ll stand out as an impressive employee—one most companies wouldn’t want to lose.


When you are at work, always seek out ways to improve the company. Become an integral part of taking your company to the next level.

If you show your interest lies far beyond yourself, your specific job responsibilities, and your salary, you’ll stand out and you’ll be setting yourself up to become a future leader in the company.