Providing Growth Opportunities

Cathie Leimbach • May 3, 2022

87% of millennials strongly prefer jobs that offer them opportunities to grow, yet only 40% of employees indicate their workplace has offered them opportunities to learn and grow in the past year. They want to get better at their current job, prepare for their next workplace position, and equip themselves to be successful in all aspects of life in our fast-changing world. If you don’t provide opportunities for employees to be lifelong learners, they will be less passionate and engaged at work, reducing the organization’s success.


And, don’t think you are saving money by not investing in employee development. 65% of currently employed people are looking for another job. 25% of employees changed jobs last year. 30% of new hires quit within 90 days. Once someone is working within a company, they experience its culture and growth mindset, or lack thereof. When the environment doesn’t feel like a right-fit for them, they are on the lookout for potentially better opportunities.


Many people are looking for diverse growth opportunities, not just formal training programs, so continuing education doesn’t have to be a big budget concern. Here are some possibilities:

  • Formal group training
  • Coaching to support the implementation of training content
  • Mentoring by a more experienced person in their role
  • Mentoring by someone in another role in the company
  • Job shadowing someone in another part of the company
  • Working on a group project for the company
  • Working on a community service project with others within the company or beyond the company
  • One-week job exchange or transfer to experience another position within the company for which they have most of the necessary skills


To determine which opportunities are most appropriate for an employee, ask them what knowledge or skills they would like to learn. Suggest 2 or 3 possible options and let them choose, or simply ask them how they think they might be able to fulfill that desire.


At performance review time, ask employees to set a personal growth goal and help them get access to the necessary resources.

The world around us is changing quickly. You and your employees need to change to keep up. Help your employees fulfill their desire for growth opportunities and your company will be a winner.

Leadership Development: The Hidden Superpower for Your Business

By Cathie Leimbach • April 29, 2025
Ever wonder why some companies consistently outperform their competitors? According to Ram Charan's "Leaders at All Levels," the secret often lies in their approach to leadership development. Think about it: when organizations invest in developing leaders at every level, they're not just checking a box for HR—they're directly fueling their economic engine. Charan says that leadership talent is actually the biggest constraint on business growth worldwide. Too many companies treat leadership development as a nice-to-have program rather than a strategic necessity. But those who get it right create a continuous chain reaction of leadership excellence throughout their organization, resulting in measurable business advantages. The most successful companies don't just develop executives at the top. They identify potential leaders early, move them through increasingly challenging assignments, and ensure they gain the necessary skills to drive performance at every level. In today's competitive landscape, your leadership pipeline isn't just about succession planning—it's about creating the sustainable competitive advantage that drives superior business results and economic performance right now.

The Power of Reflective Listening at Work

By Cathie Leimbach • April 22, 2025
Have you ever felt like someone wasn't really hearing you? Reflective listening can fix that problem in the workplace. Reflective listening means truly understanding what someone is saying before you respond. When a coworker is speaking, focus completely on their words instead of planning what you'll say next. Many of us start forming responses while others are still talking, which means we miss important parts of their message. True listening requires patience and practice. To become a reflective listener, start by giving your full attention. Put away your phone, turn away from your computer, and make eye contact. Then, after the person finishes speaking, briefly summarize what you heard. You might say, "So what I'm hearing is..." This shows you were truly listening and gives them a chance to clarify if needed. The benefits of reflective listening are huge. It reduces misunderstandings, builds trust between coworkers, and helps solve problems more effectively. People feel valued when they're truly heard, which creates a more positive workplace. With practice, reflective listening becomes a habit that improves all your work relationships. Remember: listen first, respond second. Your workplace will be better for it.
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