How has your company prioritized professional development?
Vertafore prioritizes professional development with each of our employees – here’s a great example of that:
I’m Cay Barbosa, Manager, Learning & Development, and I’ve been at the company for nearly 4 years and have grown myself from a Sr. Specialist role to a managerial one. I believe that I had great experience and grit to take the role, but also because Vertafore does a lot to make sure managers are ready to manage a team. What I continue to see in my personal journey and what is also pushed as an expectation for me in my role is to create trainings/learning opportunities that are people-centric. I have worked for many different companies and Vertafore was (when I joined) and still is ahead of the curve in treating its employees with respect and priority. Something I am always proud to share in terms of how I have contributed to the company is building a mandatory leadership training for people managers that layers on top of their foundational manager training. This and the people-centric view that I have in everything I do continues to have me choose companies like Vertafore that make sure it a great place to work while making great work at the same time.
Can you share with us some of your best practices regarding managerial training programs?
We believe Vertafore is a great place to grow your career so we train our managers how to balance everyday business needs that are seen as expectations in someone’s role with an individual’s long-term career interests. We want our managers to make sure they are in that managerial position to make the people on their team great. This happens within their first 3 months for their foundational manager training, which consists of the what to do in their role as an expectation, and then another training within their first 1.5 years that focuses on leadership, or the how to manage their team. We also make sure these trainings are in-person to support dynamic discussions and have them completely focused on the importance of making sure they know what to do and how to do it. It also supports natural networking/cross-collaboration opportunities as well. From those trainings, we ensure resources are seen for real-time need on the company’s communication/file share platform and continue to challenge ourselves to see how to upskill, remind, and get training material to managers when they need them. We are never comfortable with the status quo; we are interested in continuous improvement to make small/big updates as needed and finding these opportunities through annual evaluations of the content to new best practices or of the talent within the company and identifying knowledge gaps that arise.
Check out the Vertafore careers page here!
How has your company prioritized professional development?
My name is Tony Houseal and I started at HashiCorp in June 2021 and have been serving as the Talent Development Partner for the entire World Wide Field Ops organization as well as the Asia-Pacific Japan (APJ) region. At the beginning of 2023, I took over as the program owner of Manager Journey, which is what we call our manager-specific onboarding and training program. In my role, I work very closely with the leaders and teams in these areas of the business, allowing me the opportunity to understand and support their learning and development needs in order to help them execute and drive results.
Can you share with us some of your best practices regarding managerial training programs?
– As a Talent Development (TD) team, we have implemented centrally led enablement training aligned to critical talent planning activities happening throughout the year as well as department specific enablement training driven by the TD Partners.
– Focus on building leadership capability aligned to business objectives, such as Scorecards, Quarterly Business Readouts (QBRs), and strategic collaboration.
– Understand the rhythms of the business from the point of view of managers and bring enablement to managers when they need it.
– Creating an exceptional onboarding experience that provides new managers a comprehensive curriculum in their first 90 days, ensuring timely delivery of essential information, tools, and resources to help new managers operate in their role as effectively and as soon as possible.
– Look to provide a tailored experience and content based on the level of the leader (e.g. manager of manager vs. front line manager) so that it is valuable and meeting them where they are.
– Our HashiCorp principles include Beauty Works Better and Pragmatism. We start with the needs of our people managers at the center of our design, weaving in a preference for easy to understand concepts and hands-on practice and feedback.
– Leverage data in our design approach to create, refine and deploy programs that are relevant and will make an impact on the business (ex. Engagement surveys, participant surveys, performance reviews, employee demographics).
Check out the HashiCorp careers page here!
How has your company prioritized professional development?
Startek places a significant emphasis on the continuous growth and development of its associates. The company offers a wide range of training opportunities, including coaching, mentoring and access to a global online learning platform that provides online courses and degrees from leading universities. We have also developed “The Essential Habits of Ideal Dialogue,” a proprietary approach designed to hone communication and problem-solving skills. Additionally, the supportive work environment encourages self-improvement and offers diverse career paths within the organization, backed by comprehensive training for new roles. This focus on professional development has empowered me and many others to advance our careers within the company.
Can you share with us some of your best practices regarding managerial training programs?
Our managerial training programs are designed to be highly immersive, combining both theoretical learning and practical application. Associates are encouraged to enroll in coaching programs that challenge them to communicate more effectively and to manage complex situations, vital skills for any managerial role. Furthermore, the transition to higher positions is supported by ongoing assistance, equipping prospective managers with the tools they need to succeed. These practices ensure a high level of competence and confidence among our managers.