Investing In Development Matters—And It Starts with Us

As leaders, talent developers, and coaches, we know that growth isn’t just about career advancement, it’s about helping our people thrive in every aspect of their lives, as their whole person. For many organizations, talent and development planning season is approaching fast, and this is the perfect time to pause and reflect. The true impact of our work comes from making people better, not just improving process efficiency. We play a critical role in making this happen—for our teams and for ourselves.

Building A Balanced Approach to Development
There are countless ways to frame development—70-20-10, Learn-Do-Share, Experience-Exposure-Education—but the name isn’t what matters. What counts is the philosophy behind it. Development thrives when it’s built on three key elements:

1. Doing – Growth happens through experience. Taking on stretch assignments, leading projects, and tackling new challenges provide lessons that go beyond theory.
2. Relationships – Mentors, coaches, and trusted colleagues offer insight, guidance, and a sounding board that enriches growth.
3. Structured Training – Workshops, certifications, and structured courses lay the foundation for understanding, giving context to hands-on experiences and connections.

Make It More Than Just a Plan
Instead of simply teaching concepts, integrate your teams into hands-on learning, peer coaching, and real-time application. It’s one thing to learn about emotional intelligence, it’s another to engage in a conversation that challenges you to give or receive feedback in the moment. Growth happens in the doing.

When it comes to relationships, coaching is one of the most effective ways to gain new insights and accelerate progress, but it’s not the only way. As leaders and talent developers, our role is to help employees build strong professional networks, making introductions across teams or industries, and facilitating mentorships that provide perspective and guidance. Growth doesn’t happen in isolation—connection is key.

Formal training is often seen as the easiest box to check. Certifications, leadership programs, and professional development courses—such as OKA’s tool certifications and OLCC coaching program—offer a strong foundation, AND their learning sticks when it’s put into practice.

HR and Talent Leaders: Invest in Your Own Growth
It’s easy to focus on developing others, but as growth providers, we need to be growth seekers as well. As you prepare to guide others in their careers, take a moment to reflect on your own path. What skills do you need to build? Where do you need to stretch? By modeling continuous learning, we set the tone for a culture of development. By taking on new challenges, strengthening relationships, and engaging in formal learning, we can help strengthen the organization at every level.

1. Identify Goals: Think beyond job titles—what kind of leader, coach, or person do you want to be? What skills or experiences will help you get there?
2. Apply The Elements: How can you create hands-on learning opportunities for yourself? Who are the people who can support your growth? What formal learning would deepen your expertise? Join a webinar or an open-enrollment workshop, get your coaching certification, or just grab a bite with a friend to ask for help.
3. Make It Real: Development plans only work when they move from paper to action. What’s one small step you can take this week to invest in yourself?

Development isn’t a box to check—it’s an ongoing process of learning, stretching, and adapting. Investing in people, including yourself, leads to long-term success. As we step into a new season, consider how you can move beyond the process to focus on real growth—the kind that transforms yourself, your teams, and entire organizations.

How OKA Can Help:

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