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Continuing professional development (CPD)

Zig Ziglar once said, “The only thing worse than training employees and losing them is not training them and keeping them.” The takeaway is clear: The potential loss of dollars invested in employee development pales in comparison to the certain productivity loss inflicted by a mediocre workforce.

You’d be hard-pressed to find an executive who would dispute the wisdom of this insight. Even so, reality suggests that far too many employers have failed to take up professional development in any meaningful way.

From an employee’s perspective, this dearth of employer-sponsored professional development represents not only a frustrating lack of corporate empathy but a surefire ticket to career stagnation. To rise to their full potential, employees need to be challenged to grow. Apart from intentional development, opportunities for growth will be few and far between.

If you find yourself in an organization that has punted on their responsibility to train and develop future leaders, then my question for you is simple: What are you going to do about it? Will you allow yourself to stagnate just because your employer hasn’t taken the initiative in developing your skills? Will you simply skate by, sliding back into your chair to become one of the nearly 70% of Americans who are disengaged at work?