There is never a good time to invest in training. Life gets busy. Yet we too readily accept being busy as an excuse for not doing the things necessary to develop our skills.

How many other professions use a shortage of time as an excuse to avoid their own skills development?

Other professions use a shortage of time as an excuse to avoid their own skills development.

In some jurisdictions, the property management industry has the concept of continuing professional development (CPD). Unfortunately, though, the CPD points scheme is not often relevant to the modern practices in our industry, nor is it adequate for today’s market.

The CPD points scheme is not often relevant to the modern practices in our industry, nor is it adequate for today’s market.

Leaving aside the ‘softer’ reasons for encouraging the team to develop their competencies is a good thing. There is a basic reality that for the team to successfully fulfil increasing expectations, they will need to increase their skills.

So, while there will never seem to be a convenient time to invest time in professional learning and development, it is a non-negotiable component of success.

A basic reality that for the team to successfully fulfil increasing expectations, they will need to increase their skills.

If career check-ins have been performed by the leader with each team member, a set of competencies will have been developed that both parties have accepted are a priority. The career passport will provide a list of knowledge, skills and experience each team member needs to develop.

The career passport will provide a list of knowledge, skills and experience each team member needs to develop.

This is only half the challenge. The other half creates the conditions that encourage each team member to complete the training the plan calls for. If that means spending a day out of the office, this needs to be supported, rather than the team member feels that attending the training is simply a waste of time or letting down the rest of the team.

Encourage each team member to complete the training the plan calls for.

Career development can be segmented into three key areas;

Knowledge The knowledge elements of a career plan represent a collection of information and facts that can be learned. Knowledge can be measured, tested and tracked. A good example of this would be an online learning module with a multiple-choice exam at the end of it.

Skills are the ability to take knowledge and concepts and apply them to particular situations, achieving a desired outcome. Skills empower the individual to get the job done and will often require a combination of different concepts and knowledge to find an effective path through a particular set of circumstances.

Knowledge can be measured, tested and tracked.

Skills Skills cannot be measured in the same way knowledge can. Whereas knowledge can be tested empirically, skills can only be measured by whether or not problems can be solved as they arise.

Skills are often developed through case studies. Some examples of skills modules within different teams include:

Skills can only be measured by whether or not problems can be solved as they arise.

Experience *Experience is typically gained over time and will come naturally. A professional will use those experiences to learn and develop a better understanding so that the next time will be better, as will the one after that. *

Experience can be recorded in a log-book style workbook.

Experience is typically gained over time and will come naturally.