Page 3 - The Leadership Line: June 2024

necessary for managing project teams. That said, Project Management in
the classroom -vs- the business sector uses a totally different vocabulary. Did you know?
Her explorations in MILTON started first with the new tools that she would
be using for the job (Teams and SharePoint -vs- the Google Suite she’d been “With 75% of leaders struggling
using for the last 10 years), but quickly shifted to Project Management to fill open positions, prioritizing
Basics. internal talent development can

Two of Tina’s IDP goals are 1) to obtain her CAPM within a year, and 2) to save your business time and
obtain her PMP within three years. “MILTON is an awesome source to help money by mitigating the need to
me reach those goals. I initially began exploring the courses associated with recruit, hire, and train external
the PMBOK guide and shifted toward a focus on the CAPM. I’d started my talent.”
studies in June, and even though the exam was changing in July, it gave me
a good foundation of the concepts that I was beginning to use in my new Source: InStride
line of work. I was very happy when the courses for the PMBOK Guide
7th Edition started popping up. My team is also working through a process
improvement initiative, and I was excited that my studies in MILTON
allowed me to contribute to a few different phases of the initiative.”

“I love that you can search for specific certifications, so for NOW my favorite is the CAPM Channel and the Project
Management Basic courses as well as the test prep books. I appreciate the downloadable course transcripts that I
can use for reference guides for the job and to study. I enjoy the tests at the end of each unit (I know, I know, I’m
such a nerd). They help me realize not only what I’ve mastered, but also what I still need to work on! I’m looking
forward to (after obtaining my CAPM) starting the pre-recorded PMP Bootcamp to help me with the next step of my
journey!”
Congratulations Kala!!

Manager Tip:

Not all learning takes place in the classroom

Managers can play a pivotal role in encouraging employees to continue their education outside of traditional schools
by promoting and facilitating the use of professional development platforms like Skillsoft. Here are a few strategies
you can employ to encourage participation:
» Promote the Benefits: Highlight the advantages of courses. Additionally, allocate time during work
continuous learning, such as career advancement, hours for learning and ensure to check in with the
skill enhancement, and staying competitive in the client for approval and time charging instructions,
industry. Emphasize how platforms like Skillsoft offer recognizing that it’s an investment in the team’s
flexibility and a wide range of courses tailored to capabilities.
various professional needs. » Recognize and Reward Learning Efforts:
» Incorporate Learning into Performance Goals: Acknowledge employees who take the initiative
Encourage employees to set learning goals as part to learn new skills. This could be through formal
of their performance reviews. This can be tied to recognition programs, certificates of completion,
career development plans and specific job-related or even small incentives. Celebrating these efforts
skills, making the learning process more relevant and reinforces the value placed on continuous education.
motivating. » Lead by Example: Managers should also engage

» Provide Access and Resources: Ensure that in continuous learning and share their experiences.
employees have access to professional development When employees see their leaders actively
platforms. This might include providing subscriptions participating in professional development, it sets a
to services like Skillsoft or offering stipends for powerful example and creates a culture of learning
within the organization.
By taking these steps, managers can foster an environment that values and supports lifelong learning, benefiting
both the employees and MIL.

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