Employee development program: Learn how to create a growth-focused strategy

May 15, 2024

Development matters to employees, especially amidst today’s rapid advances in technology. In fact, 67% of professionals say they get less training than they want on new AI tools, and 41% of employees agree they’ll look for a new job in 2024 if they don’t get the training they need. (1) 


At the same time, more and more managers report that they don’t have the skills to meet the demands of the modern workplace. (2) That highlights how essential employee development programs are for companies that want to support their team leads and foster future organizational leaders.


If you’re still not convinced that you should prioritize development, consider this: According to LinkedIn’s recent Future of Work Report, AI will likely change the skills required for our jobs by 65% by 2030. (3)


A well-constructed employee development program is indispensable for organizations that want to upskill their best talent, promote internally, engage team members, and future-proof their companies. Still, development programs take collaboration at every level to be effective.

In this in-depth guide to creating an employee development program, we’ll cover:

  • What an employee development program is
  • How it differs from employee development plans
  • Why implementing one matters
  • Seven steps to establishing an effective development program
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📈 Align development programs with employee needs

Our Competency Frameworks integrate with Leapsome Learning, allowing you to design courses based on the skills your employees need.

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  1. TalentLMS and Vyond, 2024
  2. Gallup, 2023
  3. LinkedIn’s Future of Work Report, 2024
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What is an employee development program?

An employee development program is a training curriculum that organizations design for all staff members or a specific department or team. While every company may create employee development programs to address different issues or gaps, some classic examples include:

  • Orientation and onboarding
  • Management training
  • One-time training related to specific topics or events
  • Regular, company-wide professional development workshops and conferences

The great news is that you can create an employee development program about anything you need to address at a department or company level. For instance:

  • Building a time management training program if your employees need help organizing their time effectively. 
  • Designing a finance-related program to help employees understand their compensation package and manage their money.
  • Starting a mentorship program for women, people of color, and other underrepresented groups as one of your diversity, equity, and inclusion (DEI) initiatives.
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Employee development programs vs. plans: What’s the difference?


An employee development plan, unlike a program, is an individualized path that companies create on an as-needed basis

It can be confusing to distinguish between employee development plans and programs. You might even wonder whether the difference matters, but it does — because creating a personnel development program is much more costly than setting up an individualized plan.


An organization might create an employee development program to address recurring issues or challenges like onboarding or leadership. For instance, managers may notice that many employees report the same hurdles, like a long learning curve with specific tools or a need for mentorship. As a result, they might decide to create a development program to address these concerns.


On the other hand, a manager or team lead may create an employee development plan for a specific group of team members or individuals. Think of a performance improvement plan that leadership might implement for employees who don’t meet workplace expectations. Alternatively, a team lead and their report may work together to create a plan around that employee’s specific goal, like improving their communication or writing skills.


So, breaking it down, employee development programs:

  • Exist for all employees, a specific department or team, or a certain subgroup of employees
  • Are created once to address recurring needs and challenges
  • May run on a specific schedule, where applicable
  • Likely won’t need much managerial or leadership oversight

In contrast, employee development plans:

  • Exist for an individual or a select few people
  • Are created to address a particular challenge or meet a particular goal
  • Can be implemented on an as-needed basis and don’t need to follow a specific structure
  • May require more managerial or leadership involvement
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⭐️ Create a culture of development for your people

Whether you’re designing a development program or an individualized plan, Leapsome Learning has the courses, paths, and automated workflows you need.

👉 Learn more

The benefits of an employee development program


Leapsome’s Competency Framework feature helps companies create more clarity about the professional skills team members need to advance

Demonstrating your employee development program’s return on investment (ROI) to your organization’s leadership isn’t easy. However, creating one is well worth it. Development programs can help you:

  • Increase employee engagement and boost retention rates — Professional development is a key driver in employee engagement and retention. That’s because the right training equips employees for their current roles and helps people establish and work towards specific career paths and opportunities.
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  • Build a more diverse and equitable culture — If you want to foster a diverse, inclusive workplace, creating an employee development program is a great place to start. Doing so closes skills gaps between employees who belong to underrepresented groups and their peers. Listening to team members from diverse backgrounds is essential to helping you determine what kinds of training you should prioritize.
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  • Instill a growth mindset — If you want your business to expand and thrive, you need a driven team that wants to grow together. Development programs help create a solid foundation for an ecosystem of learning and advancement. Still, you must develop your programming in collaboration with managers, leadership, and team members so everyone is involved.

7 steps to establishing an employee development program that helps employees thrive


With a step-by-step plan, putting together an employee development program doesn’t have to be a daunting task

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It’s often the managers’ job to initiate the process of creating development programs for employees, so if your organization hasn’t created a structured process or roadmap for such a program, you might not know where to start. In that case, we recommend following the subsequent steps to establish a successful development program.
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🏗️ Start your development planning on a firm footing

Use Leapsome’s AI-powered Competency Framework to generate a growth roadmap for every role in your organization — with only three inputs. 

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1. Take stock of your company & departmental OKRs 


Use a platform like Leapsome Goals to create company and team OKRs to inform your development programs

If you’re in a managerial or leadership position, avoid creating a personnel development program in reaction to a problem. You’ll have much more success and get company-wide support for your professional development initiatives if you base them on your company goals, objectives, and key results (OKRs).

Connecting your employee development program with your OKRs helps align company goals and initiatives to ensure you’re moving the needle forward effectively. 

Another reason to bring development into your OKR review and iteration process is that it’s already collaborative. So, it’ll naturally prompt you to work with leadership, team members, and even cross-departmental stakeholders to ensure your ideas are meaningful and realistic. 

That way, when it’s time to implement your OKRs — which in this case would include creating a training program — you’ll have the support and backing you need.
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2. Do a needs analysis to identify skills gaps

There are a few ways to go about performing a needs or skills gap analysis for your employees, but here are a few methods you can use:

  • Analyze previous employee surveys and questionnaires — Make sure you evaluate the answers to open-ended questions as well as responses where employees rated their experiences on a Likert scale from one to ten.
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  • Review data from previous exit interviews — Get valuable insights into why your previous development initiatives may have failed and how you can improve them in the future.
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  • Revise the core competencies listed in your current job descriptions — Are those qualifications still sufficient for the role, or do they need to be modified or added to in any way to make your employee development program more relevant?
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  • Ask for direct observations from managers — Managers can speak directly to gaps they notice in team members’ performance. They may also identify soft skills that could make internal operations more efficient.
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  • ‍Study previous performance review and performance objectives data — Performance reviews and objectives can help determine where employees need to develop in line with their current roles and aspirations.
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3. Ask employees for feedback


Leapsome Surveys makes gathering employee feedback easy with customizable templates and AI tools that summarize data quickly

If your organization is dedicated to helping staff members better themselves professionally, regular employee feedback should be part of your development programs. And you need to ask about the right things, too.

Here are some questions we recommend including in an employee survey about development:

  • Are you satisfied or dissatisfied with our current training programs? Can you explain why?
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  • What do you value about our current training programs?‍
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  • What soft skills would you like us to prioritize in future development programs? Choose as many as you’d like:
    — Time management
    — Collaboration
    — Leadership
    — Critical thinking and problem solving
    — Creating a more inclusive, equitable work environment
    — Innovation
    — Flexibility and adaptability
    — Empathy
    — Assertiveness
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  • How often would you prefer development and training to happen? Please choose only one:
    — Once a month
    — Once every three months
    — Every six months
    — Once a year
    — As needed
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  • What learning methods or modules do you prefer? Please rank them from one to eight, with one being your most and eight being your least preferred:
    — Video training
    — Webinars and lectures
    — Simulated environments
    — Podcasts and audio
    — Online articles and resources
    — Structured courses with learning modules
    — Role-playing
    — Print resources like textbooks or manuals
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  • Where do you prefer to learn? Please rank them from one to five, with one being your most and five being your least preferred:
    — With an instructor, in-person
    — With an instructor, remotely
    — A hybrid of in-person and virtual training
    — Online, but self-paced
    — Offline, but self-paced

As you process employee feedback, keep an open mind and think critically. You won’t be able to approach all knowledge or skills gaps with the same solution. For instance, even if most of your employees prefer online, self-paced training programs, that may not be the best way to address your team members’ needs.
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4. Evaluate your training options against your available resources

Now that you’ve collected executive, managerial, and employee feedback, you should have some sense of the training options that would work best for your employee development program. 

However, before deciding which type of training to implement, assess the resources you currently have at your disposal. These include:

  • ‍Budget — First, determine how much it would cost to train one employee. Then, multiply the number of employees you’ll be training by the cost of that training to determine your total expenses. If your calculations show you’ll go over your current budget, talk to your leadership team to determine if there’s a workaround or ask them to adjust it.
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  • ‍Time — Consider how long it’ll take for employees to learn and gain confidence with their new skills, and ensure you’re using their time wisely. If your employees find training too time-consuming, it may demotivate them and make them feel it’s only interfering with their other duties. You may ultimately favor a short, hour-long webinar or single-day seminar to minimize the impact on employee schedules.
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  • ‍Return on investment — It can be challenging for managers and HR professionals to prove that training programs boost metrics like productivity and profitability. However, employee development tends to positively impact job satisfaction and engagement, improving output and enhancing business performance. That means you can use your engagement scores to indicate a good return on investment.
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5. Report your training plan recommendations to stakeholders

Securing stakeholder support is essential before proceeding with any employee development programs. Keep in mind that stakeholders likely don’t have as much visibility over your team and employee training needs as you do, which means they may be more invested in staying under budget and minimizing their time commitment. Be sure to anticipate these or similar questions from your leadership team and other stakeholders:

  • Are we already offering similar training on that subject?
  • Can we combine these training sessions?
  • Does this training need to be provided company-wide, or is it only applicable to a select group of employees?
  • Would it be possible to conduct this training session 100% remotely?
  • Do we already have an in-house expert who could lead a short training, rather than having to pay an external expert?
  • How long will it take for employees to achieve proficiency after the training?
  • Will this training be mandatory? And if not, how will we motivate employees to complete it?
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6. Design incentives for employees to complete your program

Employees will want to know whether your company’s training sessions and personnel development programs are mandatory. Even if they find your courses useful, some team members will need extra motivation to complete them.

For instance, we recommend making your training and development program part of your employee competency frameworks and promotion criteria. Employees should know they’ll have to complete specific training before advancing to another role.

As an additional incentive, consider setting up a rewards and recognition program for employees who complete certain training milestones and demonstrate proficiency with their new skills. You could even harness the power of healthy competition and design a contest around one of your training programs, for example, by dividing your trainees into teams and seeing which group accumulates the most points on quizzes.
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7. Make space for practice & mentorship



Employees need time for practice and mentorship before they can become proficient with a new skill

It doesn’t matter if your employee development program focuses on nurturing hard skills or soft skills — team members need time to practice. Think of training sessions as introductions to skills rather than exhaustive courses. Indeed, people will need time to grasp all the applications of the learning material.

With this in mind, managers should anticipate that it’ll take staff a few months to build proficiency with their new skills. That means incorporating those months into your employee development program’s timeline.

You should also reinforce any training with coaching and mentorship. Ask team members who have more experience with a certain skill to check in with your trainees. Peer-to-peer mentorship is particularly important for skills like coaching, leadership, and communication, which often require more interpersonal guidance, exchange, and experience to improve.
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Upskill your workforce the right way with Leapsome


Leapsome’s Competency Profile shows soft skill assessment scores, as well as how peers, direct reports, and managers rate someone’s performance

Well-designed development programs are a win-win for companies. While they may require organizations to invest time and resources upfront, they empower employees with the competencies they need to advance professionally. Not to mention, they enable businesses to lay the right foundation for future leadership. 

Still, you can’t create robust development programs for your employees without collaboration, transparency, and data.

Thankfully, Leapsome has the customizable templates, automations, and analytics you need to design an engaging employee development program. Our AI-powered Competency Frameworks enable you to generate a customizable skills matrix for every role within your organization with only three prompts, saving leadership time and energy. It also seamlessly integrates with Leapsome Learning for customizable course creation — and our Learning Marketplace, which offers a wide range of high-quality pre-built courses you can incorporate into learning paths. What’s more, in-depth data from Leapsome Reviews and Goals mean it’s simple to track development and measure the impact of your training programs.

With Leapsome’s holistic suite of people enablement tools, it’s never been easier to take a data-based, people-centric approach to employee development.
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🔥 Develop better employee development programs by leveraging data and collaboration

Leapsome gives you access to the data you need to identify skills gaps and create more effective training programs.

Source:   https://www.leapsome.com/blog/employee-development-program

8 lessons you can learn from business leaders

July 1, 2024
Lessons learned in business introduction Whether you’re a junior member of the team or at management level, a continual learning attitude and understating business lessons is key to career success. If you want to fast-track your progress up the career ladder, it’s important to look to your true business leaders and learn from their actions. Not only will this encourage you to carry yourself like a workplace leader, but it will also highlight differences between good and bad management . This is especially important when one wants to see great success in business. Although businesses fail, being equipped with the write business lessons can avoid risk and increase the likelihood of success. Here are eight key biggest lessons to learn from business leaders. 1. How to motivate people Watching your leaders, or considering past experiences with your manager, can give you great insights into the right things to say and do to motivate colleagues or direct reports. You can learn life lessons they've learned in business and understand how to avoid bad habits in the long run to maximize the success for any company. What’s important to remember is that every person is different with different core values and a sense of their own path – and their motivational drivers can change from week to week, depending on workload levels. While one person might benefit from tough love, others may require a gentler approach. Great leaders take the time to get to know their team members’ personalities and motivators, and how they each react to different communication styles. Motivating people is a key skill for any successful business leader to succeed. One of the life lessons we can learn from business leaders is the importance of creating a strong culture that fosters a sense of purpose, passion, belonging, and accountability. By aligning employees' goals and values with the company's mission, leaders can inspire them to take ownership of their work and strive for excellence. In addition, effective leaders recognize the power of recognition and rewards, which can help to incentivize and motivate employees to achieve their goals. By cultivating a culture of positivity and growth, business leaders can build a motivated and engaged workforce that drives innovation and success. Although there are many life lessons learned in business, another important life lesson we can learn from business leaders is the value of stepping out of one's comfort zone to achieve success. Leaders recognize that complacency can be a major obstacle to growth, and they encourage their teams to take risks and embrace change. By fostering a culture of experimentation and learning, business leaders can help their employees overcome fear of failure and develop resilience. This not only motivates employees to push themselves to new heights, but it also enables the organization to innovate and stay ahead of the competition. Thus, business leaders understand that by creating a culture that encourages stepping outside of one's comfort zone, they can create a motivated and dynamic workforce that is poised for success. 2. How to nail your organisational skills Organisational skills are critical for most roles, and it’s important to learn what works for you from the outset so you can be as productive as possible. Business leaders – often the busiest or having the fullest plate compared to most staff members – will have many techniques about how to remain organised. Not all of these will work for you as we all have different styles of working. But having conversations with your manager and other leaders about how they stay organised – on a day-to-day level and when work gets incredibly busy – can quickly teach you about which approaches you’d like to try out and assess if they helped you stick to schedule. RELATED: What are soft skills? 3. How to have difficult conversations Most people don’t enjoy having difficult conversations at work and find the situation awkward. However, these are unavoidable for managers, and it’s crucial to know how to approach these conversations delicately. Good business leaders take a diplomatic approach to difficult conversations and allow the individual to have their say. Talking through problems rather than dictating a change is more productive and will allow you to build better rapport with your team members. 4. How to say ‘no’ tactfully Business leaders often negotiate with partners, clients, and third-party providers – it comes with the territory. At times, this means having to say ‘no’ to requests. Good leaders know how to approach these situations in a way that doesn’t cause upset or worse, ruin relationships. This is especially significant when your a business owner. For instance, rather than saying, “We can’t do this for you”, they might say, “We will review our current workloads and priorities and come back to you next week with a proposal to move this forward”. When it's your own business saying no and managing expectations are important lessons learned and often come naturally as you progress through your own personal development. RELATED: How a leader can gain better engagement with their team 5. How to embrace change Any workplace-related change can be unnerving, particularly when it’s significant. But the responsibility falls on the leader to guide their team through any changes, whilst boosting productivity and ensuring everyone feels comfortable within their role. A great leader will welcome times of change as an opportunity and provide the groundwork for their team members to be creative, innovative and resilient. These are business lessons learned over time. It's also important to stay up to date with business news, customer insights 6. How to accept criticism Criticism can be difficult to hear, even when it is constructive. Business leaders often receive the most criticism at work because they’re ultimately accountable and responsible for the business performance and the performance of their team. But a great leader knows how to accept feedback, learn from their mistakes, and use the experience to their advantage for a successful outcome next time. 7. How to treat people as individuals Individual differences – and therefore experiences and insights – are what drive businesses forward to develop innovative new idea. The most effective workplace leaders embrace, and are highly considerate of, their employees’ unique personalities and working styles. If you can learn how to do this as a manager, you’ll be rewarded with a team that’s motivated, feel comfortable sharing their input, and is committed to success. 8. How to be empathetic Empathy is grounded in understanding rather than judgement, and it’s a trait shared by some of the most successful business leaders. In fact, studies have shown that empathetic leaders are rewarded with higher-performing teams, better quality work output and more loyal team members. Empathy is ultimately the ability to understand others’ emotions, so as you progress in your career and work with all sorts of people, you’ll need to continually develop this important interpersonal skill just like any other skill you learn and get better at on the job. Applying empathy to employees, as well as customers problems will take you far. Source: https://www.pagepersonnel.com.au/advice/career-and-management/career-progression/8-lessons-you-can-learn-from-business-leaders

How to build a professional network for career development

June 26, 2024
The changing job market requires professionals to be adaptable and continuously learn new skills to stay competitive. Networking can help navigate this dynamic landscape by providing access to job opportunities, industry insights, and mentorship. In this article, we cover: What is networking? How to build a professional network How to expand your network reach The art of effective networking Nurture your network for long-term success Where to find people to network with Grow your career with Airswift What is networking? All things being equal, people will do business with, and refer business to, those people they know, like and trust. - Bob Burg Networking is not just a single action but a process involving multiple elements working together. It's not primarily about making sales ; selling may naturally follow from successful networking efforts. When you network, you're part of a larger team where everyone plays a valuable role. Your network comprises the people you've connected with through work and personal interactions. Building strong relationships is at the core of networking because these connections often lead to valuable referrals. Behind every referral is someone who vouches for your credibility, building trust in your abilities. Professional networking goes beyond collecting business cards; it fosters genuine connections and creates a mutually beneficial ecosystem. A strong network is invaluable for established professionals, offering many benefits beyond job hunting, such as access to industry insights, mentorship, and career advancement opportunities. How to build a professional network Identify your goals Defining your career aspirations and areas of interest is crucial to building a robust professional network. You can tailor your networking strategy to align with your career objectives by identifying your goals. For example, if you're interested in shifting industries or pursuing leadership roles , you can focus on connecting with professionals in those fields. This approach ensures that your networking efforts are focused and effective, helping you build a network that supports your career goals. Leverage existing connections Reconnecting with former colleagues, classmates, and professional acquaintances is an excellent way to expand your network. These individuals already know you and your work, making it easier to establish a connection. Additionally, seeking introductions from senior leaders or mentors within your current company can help you connect with influential individuals in your field. These connections can provide valuable insights, mentorship, and opportunities for career advancement. Informational interviews Informational interviews offer a wealth of industry insights and networking opportunities. Start by contacting professionals in your interest and expressing your desire to learn from their experiences. Prepare thoughtful questions to guide the conversation, listen actively, and express gratitude for their time. Keep in touch with interviewees to maintain connections and share updates on your progress. These interviews are valuable resources for exploring career paths and expanding your professional network. Expanding your network reach Participate in industry events Attending conferences, workshops, and industry gatherings relevant to your field can provide high-quality networking opportunities. These events offer a chance to meet like-minded professionals, learn about the latest industry trends, and establish yourself as a thought leader. Focus on events that provide targeted networking opportunities, such as roundtable discussions, workshops, or networking receptions. This approach ensures that your networking efforts are focused and effective, helping you build a network that supports your career goals. Engage with professional organisations Joining industry associations, alumni networks, or leadership councils can help you increase your visibility and connect with like-minded professionals. Participating in committees or volunteering for leadership roles can further enhance your networking efforts. These opportunities allow you to demonstrate your expertise, build your brand, and establish yourself as a leader in your field. Cultivate an online presence Optimising your LinkedIn profile with relevant keywords and accomplishments can help you establish a professional image and attract potential connections. Sharing thought leadership content and engaging in industry discussions online can also help you build your brand and establish yourself as an expert. Building a solid online presence can help you expand your network reach, connect with like-minded professionals, and establish yourself as a thought leader in your industry. Second, participation fosters professional growth by granting access to valuable resources and opportunities. Engaging in online communities like industry forums, Slack groups, and niche social media groups can provide access to a pool of individuals with common interests, facilitating meaningful connections. Thirdly, it allows individuals to showcase their expertise, amplify their brand, and expand their horizons by connecting with diverse people. Additionally, active involvement helps individuals stay current with industry trends, fostering personal growth and career advancement. Lastly, online communities enable building lasting relationships and friendships, enhancing networking experiences. The art of effective networking Make meaningful connections Networking has its rules, mainly centred around being a connector. A connector is someone others turn to for help. Networking isn't about you but the value your connections can offer. Focusing on helping others deepens relationships and creates goodwill. Networking is about who your connections know and the potential value they bring. Keep in mind that different industries have different norms. Observing interactions at events can help tailor your approach. Being too aggressive can deter people, so adapt your tone to suit the industry's nature. Research individuals beforehand and find common ground for conversation. Focus on building genuine relationships and offering value to your connections. By prioritising quality over quantity, you can create a network that supports your career goals and offers long-term benefits. Be a master communicator Honing your elevator pitch to articulate your career goals and expertise succinctly is essential for effective networking. Practice active listening and ask insightful questions to demonstrate a genuine interest in your connections. By being a master communicator, you can establish a solid first impression, build rapport, and establish a connection that supports your career goals . Here are ten questions you could ask that demonstrate genuine interest and curiosity and get a conversation started and going: What got you interested in your line of work? Could you tell me about a moment in your career that stood out? What's the best part of what you do? How do you see our industry changing soon? Have you ever faced a tough challenge at work that you overcame? Any good reads or resources that have inspired your approach to your job? If you could give one piece of advice to someone starting in our field, what would it be? Is anything exciting happening in your projects lately? How do you balance your job and personal life? What networking tips do you swear by for making meaningful connections? Body language is universal Body language is aessential aspect to effective communication during networking events. Positive body language can convey confidence, engagement, and interest. It can also help establish a connection with the other person, making the conversation more enjoyable and productive. On the other hand, negative body language can convey disinterest, discomfort, or lack of confidence. Here are 10 steps to being aware of your body language and consciously displaying positive body language during networking events: Maintain eye contact with the person you're speaking to. This shows attentiveness and confidence. Wear a genuine smile to convey warmth and approachability. It helps in creating a positive atmosphere during conversations. Use non-verbal cues such as nodding to show you're actively listening and engaged. It encourages others to continue sharing. Keep your body language open by avoiding crossing your arms, which can signal defensiveness or disinterest. Minimise fidgeting or restless movements. This conveys nervousness or lack of confidence. Instead, try to maintain a relaxed posture. Subtly mirror the body language of the person you speak to to establish rapport and build a connection. Respect personal space boundaries and avoid standing too close, as it can make others uncomfortable. Use appropriate hand gestures to emphasise points or express enthusiasm, but avoid excessive or distracting movements. Before attending networking events, practice your body language to become more aware of your non-verbal cues. Ask for feedback from trusted individuals on your body language to identify areas for improvement. Approach people Networking can be daunting, but the right approach is a valuable tool for building meaningful connections and advancing professionally. Here are actionable steps to help overcome fears, focus on helping others, and cultivate authentic interactions, ensuring that each conversation is a mutually beneficial exchange: Acknowledge any fear of talking to new people, but don't let it control you. Remember that each conversation is an opportunity to help someone in ways they may not even realise they need. Approach conversations with courage, focusing on how you can assist the other person rather than your fears or desires. Avoid desperation by genuinely focusing on the needs of others. This will shift the conversation away from what you can gain and how you can contribute. Engage fully in conversations by actively listening, nodding, agreeing, commenting, and asking thoughtful questions. This demonstrates your interest and investment in the interaction. Do not dominate conversations with stories about yourself. Instead, maintain a balanced dialogue in which both parties have an opportunity to contribute. Be genuine and authentic in all interactions. Authenticity fosters trust and attracts others to you, leading to meaningful connections. Maintain consistency in your behaviour and interactions. People appreciate knowing what to expect from you, which builds trust and reliability over time. Tell your story Storytelling is a powerful tool in networking. It can help create a personal connection with others, establish credibility, and make a memorable impression. Individuals can showcase their skills, values, and achievements by crafting compelling narratives about their career journey. Here are some actionable steps towards great storytelling with networking in mind: Tailor your story to resonate with your audience's interests, values, and needs. Share genuine experiences and emotions to establish credibility and build trust. Focus on the key aspects of your career journey, highlighting relevant skills, values, and achievements. Use vivid details and compelling anecdotes to make your story memorable and engaging. Rehearse your story to ensure clarity, coherence, and confidence in delivery. After sharing your story, follow up with a clear purpose, whether seeking further discussion, collaboration, or referrals. The power of follow-up A study by LinkedIn found that connecting on LinkedIn and sending personalised follow-up emails within 24-48 hours can help you maintain the momentum of your initial connection. Briefly recap your conversation and offer to connect them with relevant resources. Following up after a networking event is essential for building long-term relationships and establishing yourself as a valuable connection. Nurturing your network for long-term success Become a resource Offer your expertise and knowledge to support your network members. Recommend them for opportunities or make relevant introductions. By becoming a resource for your connections, you can build long-term relationships, establish trust, and establish yourself as a valuable connection. Maintain regular engagement Stay connected by sharing industry updates and congratulating them on their achievements. Schedule periodic coffee chats or virtual meetings to maintain relationships and demonstrate your commitment to building a solid network. By maintaining regular engagement, you can build long-term relationships, establish trust, and establish yourself as a valuable connection. Reciprocity is key Networking is a two-way street. Be genuinely helpful and supportive to build trust and long-term connections. By practising reciprocity, you can establish a mutually beneficial relationship that supports your career goals and offers long-term benefits. Competition can be healthy When faced with competition in a networking setting, consider this scenario: You're one of several fishbowl salespeople at an event with 1000 attendees. Being yourself naturally attracts those with whom you share a connection or interest. It's essential to recognise that there's enough opportunity for everyone present. Rather than pursuing every potential lead, focus on those who resonate with you. Look for individuals who could become long-term partners, providing ongoing business beyond just one transaction. Ask yourself: Do I genuinely enjoy this person's company? Could we see ourselves collaborating for years to come? Networking is a marathon, not a sprint. For sustained success, prioritise building relationships based on mutual trust and compatibility. Where to find people to network with Finding people to network with is simpler than you might think – they're everywhere! Here’s how: Begin engaging with those closest to you, such as friends and family. Practice delivering a concise elevator pitch highlighting your interests without dominating the conversation. Instead, focus on learning about others by asking genuine questions and showing interest in their experiences. Use everyday situations, like waiting in line at the bank or chatting with fellow gym-goers, to practice your networking skills. Consider joining community associations, Chambers of Commerce, or trade organisations and attend trade shows to connect with like-minded individuals. Remember to be approachable, friendly, and genuinely interested in others beyond what they can offer you. As you engage with more people, networking becomes more natural and enjoyable. Three questions to ask every person to guarantee a follow-up meeting post-networking Towards the end of a conversation, once you have all the information you can get about someone, ask the following questions: Are you looking for new clients/prospects at this time? What sets you apart from your competition? What does your ideal client look like? If this is the case, let them know you have some people who could use their services or need their help. Ask if they might be interested in getting their details. If it’s a yes, arrange a meeting time and follow through on your promise to help. When you show up for your meeting, pass on that referral or the name of a great contact to them. Doing so creates trust and a relationship, proving that you can and will help when you can. This makes them want to do the same for the other person, and you are now truly part of their network. Grow your career with Airswift 85% of all jobs are filled through networking , highlighting its importance in landing jobs. A strategic professional network is crucial for career advancement, providing access to opportunities, mentorship, and industry insights. However, building and maintaining a solid network can be challenging, with time management and introversion being common obstacles. To overcome these challenges, prioritise networking activities that align with your career goals, leverage existing connections, and allocate time for networking activities.  Whether you're looking to advance your career, explore new opportunities, or stay up-to-date with the latest industry trends, Airswift has the expertise and resources to help you succeed. Contact us today to learn more about our services and how we can support your professional growth. Source: https://www.airswift.com/blog/professional-networking
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