One of the biggest priorities of a company’s senior leadership team is their teams’ professional development. Providing abundant growth opportunities ensures a company’s internal talent pipeline is full of future leaders and high-level individual contributors and keeps employees challenged and engaged at work. This responsibility, along with the general demands of a high-level leadership role, can leave little time for senior leaders to spend on their own professional development.
But it couldn’t be more important. Senior leaders make big strategic decisions and have a direct hand in shaping their direct reports’ career paths. Of course, it’s not that senior leaders don’t understand the value of their own professional development. The challenge is making the time for it.
It helps to have a company culture that values professional development for employees at all levels. Here’s how a director at Snap, a senior manager at HG Insights and a senior director at GOAT — three LA tech companies with a culture of continuous learning and growth — make time for such a crucial part of business.
Snap is a camera company and the maker of the photo and video messaging app Snapchat.
How do you make sure you find the time to prioritize your own learning and development as a senior leader?
First, I set boundaries and block off specific time slots on my calendar dedicated to personal growth. This could include reading articles and research papers, connecting with other leaders or attending a virtual conference or session.
Second, I have established an ever-growing personal board of directors who I rely on for guidance and knowledge. These relationships provide me with valuable feedback, advice and insights that help me identify areas for growth and validate the progress I’m making. I continue to expand this network by connecting with industry professionals through platforms like LinkedIn, attending conferences and maintaining connections from past jobs.
Third, I stay connected with other leaders in the broader talent acquisition community. By actively engaging with them, I can more easily overcome obstacles, enhance my skills, learn best practices and stay updated on ever-evolving processes.
I have established an ever-growing personal board of directors who I rely on for guidance and knowledge.”
How does Snap’s culture enable you to do so?
Snap recognizes the importance of continuous learning and has made it an integral part of our company culture. By defining “insatiable learning” as one of our “values in action,” Snap has created an environment where, as a leader, I feel encouraged to seek out networking engagements, training opportunities and conferences that facilitate growth and development.
Snap also offers training for our senior leaders, including cross-regional and cross-functional leadership circles, BetterUp coaching and training for new managers. Additionally, leaders have access to tools like DiSC personal assessments and feedback templates to aid in our day-to-day work, enabling us to effectively execute our responsibilities while receiving necessary support and guidance.
How does prioritizing your own learning and development make you a better leader or manager of people?
There’s always something to learn and something to improve on. By being open to growing I become a more rounded person, can better support my team and continue to expand my knowledge of various situations, which I can pass along to my organization. A leader with a growth mindset and humility is a leader who supports new ideas, open dialogue and can guide their team to make the best decisions for themselves and the company.
GOAT Group is the company behind sneaker and apparel companies GOAT, Flight Club, Grailed and alias.
How do you make sure you find the time to prioritize your own learning and development as a senior leader?
As a leader, it is important for me to stay in-the-know about industry trends, benchmarks and new ideas in my area of expertise so I can extend that knowledge to my team and business partners. I try to regularly set aside time to read industry newsletters, my LinkedIn feed and articles from reputable business outlets — plus I’ll join virtual roundtables with other industry leaders when opportunities arise. Surprisingly, what has helped me the most are podcasts! I subscribe to several professional podcasts that keep me sharp, so when I’m taking a break to walk the dog or make lunch, I’ll turn on an episode and jot down things that sound thought-provoking and beneficial to my team.
I’ve also used my annual learning stipend to hire an external coach who helped me become a better team leader.”
How does GOAT’s culture enable you to do so?
GOAT Group wants to bring the best out of its employees, and we know that one of the most important levers to unlocking those qualities is having a group of managers who can coach their teams throughout their careers. It’s a key principle we teach to managers in PODIUM, our in-house leadership training program. My manager, for example, regularly sets time to check in with me on my career goals, skills I want to learn and how I’m progressing in my role.
More importantly, they regularly give me feedback so I know I’m heading in the right direction. I do the same for my team. In the past, I’ve also used my annual learning stipend to hire an external coach who helped me become a better team leader.
How does prioritizing your own learning and development make you a better leader or manager of people?
When I prioritize self-improvement, I become a better leader and am able to bring new perspectives to our decision-making. By doing so, I help set the example that our company values the growth and development of its people and encourages all employees to make time for that investment. I’m so proud to see how members of my team have grown since they first joined GOAT Group, both because of the experience they’ve gained on the job and through the time they have invested in developing their skills.
I can see their growth has added more value to the business over the years and that they’re more engaged. When I take time to focus on myself and reflect on how I’m growing as a leader, it demonstrates to my team that self-reflection is productive and it encourages them to talk about their growth as well.
Companies use HG Insight’s platform to fine-tune their go-to-market strategies.
How do you make sure you find the time to prioritize your own learning and development as a senior leader?
Finding time amidst the job demands can be challenging. It is essential to me that I prioritize personal growth by scheduling dedicated time for it, delegating tasks to empower team members, fostering a culture of continuous learning, and utilizing technology, my network and resources. I incorporate learning into daily routines in various ways and seek mentorship or coaching as well. By deliberately investing in my self-development, I am enhancing my skills, gaining fresh perspectives and ultimately contributing to my growth and the success of my team.
Prioritizing learning and development empowers me to lead by example, inspire my team and drive overall organizational growth.”
How does HG Insight’s culture enable you to invest in your own professional growth?
HG’s company culture emphasizes and promotes learning and development, providing an enabling environment for all employees to invest in their growth through resources like training and yearly learning stipends. We have dedicated resources supporting continuous learning to encourage personal and professional development. Additionally, we foster a knowledge-sharing culture and collaborate with leaders to mentor and learn from one another. By promoting a culture that values learning and development, our company creates opportunities for our people to prioritize their growth and stay at the forefront of their field.
How does prioritizing your own learning and development make you a better leader or manager of people?
Prioritizing my personal learning and development enhances my effectiveness in several ways. First, it broadens my knowledge and skills, allowing me to stay updated with industry trends, best practices and emerging technologies. This enables me to make informed decisions, provide valuable insights and guide our people toward success. Second, continuous learning fosters my personal growth and self-awareness, enabling me to develop a growth mindset and embrace new challenges. This in turn inspires and motivates the people I am able to influence as they see me modeling a commitment to improvement.
Lastly, investing in my own development enhances my ability to mentor and coach, providing guidance based on my expanded expertise and experiences. Ultimately, prioritizing learning and development as a leader empowers me to lead by example, inspire my team and drive overall organizational growth.
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