Taking control of your learning journey as part of your career roadmap

Organisations have shifted towards offering employees a wide array of online learning opportunities in recent years. Platforms like LinkedIn now provide access to numerous courses that can be completed at one's own pace and self-directed. This transition has placed the responsibility of learning firmly in the hands of individuals, empowering them to drive their own career development rather than relying solely on organisational guidance. 

In terms of time, this means that you must seek a course that is of interest to you and enhance your career. However, you may not be aware of other opportunities that stretch your capabilities and open up new opportunities. 

“Taking control of your career journey" means actively managing your professional path and making conscious decisions about your career progression, rather than passively accepting whatever comes your way.  

You need to identify your own learning needs, setting goals, choosing appropriate learning methods, and consistently seeking out new knowledge and skills to advance your career. 

At CXO Connect's Global CIO Program, learning goes beyond just completing the course and showcasing a new certificate online. It's about immersing oneself and transforming both the heart and mind.  

Our program stands out by assigning homework after each module to guarantee that the knowledge is not only acquired but also internalised. Through comprehensive case studies and assessments at the program's conclusion, we facilitate the shift in mindset from an IT Leader to a strategic CIO thinker.  

Conducting interviews to delve into the rationale behind delegates' problem-solving approaches is pivotal. This step determines the successful transition to becoming an effective CIO. At CXO Connect, we ensure that the evolution from a technical expert to a visionary leader is not just a theoretical concept but a tangible outcome of our program.  

I absolutely think there is a need for self-learning but can you trust someone is an expert because they have the certificate – I am not sure! 

I firmly advocate for a blend of training and learning opportunities that empower individuals to exceed their limits. Offering employees stretch assignments has consistently proven beneficial, so why not incorporate this into their learning process? 

Undeniably, it requires both financial and time investments. However, the substantial return on investment becomes evident when delegates apply their learning effectively and take on more responsibilities.  

I would love to hear your experience and thoughts on this topic.