It's no secret that companies that support continuing education for their employees experience higher levels of stability. From workshops to conferences, upskilling opportunities help employees advance in the workplace and foster a culture of growth that leads to high retention rates.
It's widely recognized that professional development is mutually beneficial, but how to get your boss to pay for continuing education can be difficult.
How to ask your boss to pay for continuing education expenses
Shannon Gil Dayhoff, executive coach and founder of leadership advice company GVG, says you should start by doing your homework. “What does your organization offer? And what are its terms? How do you intend to utilize this assistance?” There are several questions that should be answered.
Learn all you can about your company's policies and requirements, she says, and seek advice from people who are already using your company's resources for continuing education. By doing your research beforehand, you can be prepared for questions that may come up during the conversation.
Mr. Dayhoff has led successful teams within startup companies for over 20 years. luck 500 companies prior to launching GVG emphasize the importance of timing. First, make sure you've been in the role long enough to prove your worth. At least six to nine months is good, Dayhoff says.
Whether it's part of a performance review or a book conference discussing career paths, it's logical to bring up the topic of continuing education during development conversations. She points out that another natural time to allocate funds is during budget planning. But don't think of this as a one-time discussion. Instead, try to open the door to a collaborative, ongoing conversation.
Be sensitive to your boss's workload
Stay calm and read the situation. Put yourself in his boss's shoes and use his emotional intelligence to assess how his boss thinks, Dayhoff advises. Ask yourself, “Are they serious about hot projects and issues?” If students are feeling distracted and stressed, she suggests shelving the topic for later.
“The key is to make it as easy as possible for leaders to say yes,” she explains. One way she creates an “easy button” for them is to acknowledge a concern they may have and potentially raise it, considering things from their perspective. It is to show that there is. For example, the program is flexible, ensuring that it does not interfere with your workload.
Be smart and avoid any slight entitlement, Dayhoff adds, or your boss will get defensive. Instead, adopt a tone of honesty, transparency, and humility, remembering that this is an impactful conversation first and foremost.
“Think about WIIFM (what’s in it for me) for leaders,” she suggests. Connect the dots and explain how your professional growth will benefit the company.
After all, it's encouraging. “Leaders want team members who can take responsibility and control over their own careers,” Dayhoff says.
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