Three questions to ask yourself before the end of summer to plan your development for the new season
1. What skills have I actually developed in recent months and how do I measure them?
Take some time to think about the skills and competencies that have been central to your work in recent months. Do the experiences you have gained fit in with the strategic needs of your position and your company? Analyse specific projects, tasks or training courses you have completed – preferably based on measurable results. For example, if you have introduced a new way of communicating with customers or a digital tool that will improve the efficiency of your team, note down the effects and benefits and think about how you can confirm this competence or action (e.g. through a certificate or recommendation).
2. In which areas of development will both my career and the company benefit the most?
What currently counts the most is development in line with business goals – both your own and those of the organisation. Analyse which skills will be particularly valued in your company in the near future and which ones can contribute to its development (e.g. analytical skills, project management, proficiency in AI or process automation). Talk to your supervisor or colleagues from the HR team to find out which qualifications are a priority in the coming months. Plan specific actions: participate in a specific training course, obtain a new certificate, expand your project portfolio – and be sure to schedule them in your calendar.
3. How to effectively use available tools and development support?
Modern organisations offer a wide range of development opportunities: mentoring programmes, e-learning platforms, training with experts, etc. It is worth checking which solutions you have not yet fully utilised. You can schedule regular consultations with a mentor, use a microlearning platform, or get involved in a project led by colleagues from another department.
As Kamila Izdebska, Head of BPP Professional Education in Poland, emphasises: “Real development begins where personal competencies meet the opportunities offered by the organisation. It is worth consciously use these tools instead of relying solely on your own initiative.”
Don't forget that asking yourself these three questions at the end of the summer is a practical approach to turning general reflection into specific development actions. Instead of repeating the same old patterns, plan steps that will realistically translate into your value in the job market and in the eyes of your employer. The new season can be the beginning of another well-planned stage of professional development.
Article also published on focusonbusiness.eu/en/.