Training and Developing the Team

B2B Media Leaders Share Their Gold

This Perspectives newsletter is a re-post of Part III of a popular three-part series: 

I. Recruiting, II. Retention, and III. Training/Development.  

Thanks to the companies who participated in this project! GIE Media, Rodman Media, CCI Media, WATT Global Media, Architect's Newspaper, Farm Journal, Group C Media, KHL Media Group, FMA, Questex, Simplify Compliance, FT Specialist and Informa.

Training and Development: Investing in Growth and Skills

Once talent is on board, continuous learning and development are seen as crucial for both employee success and organizational adaptability. This involves structured training, intentional mentorship, and creating motivating opportunities for career progression.

Companies are investing in formal training programs, regular feedback mechanisms, and fostering environments where employees can broaden their expertise. This includes developing both job-specific skills and broader competencies like leadership and management.  

Some of the tools used are:

Managerial Training,  Continuous Learning Platforms, Mentorship Programs, and Empowering Expertise:

• A strong focus is placed on career and skills development, supported by simplified systems and processes.
• A mentorship platform is used to pair mentors and mentees. A reverse mentoring program can also be implemented to help leadership understand on-the-ground experiences.
• A central learning and development team provides training through internal sessions and external certifications such as management essentials and PowerMBA, along with access to LinkedIn Learning.
• Managers are being trained with the goal of becoming better communicators and leaders that trust their teams and encourage autonomy and accountability.
• A collaborative approach to individual goal setting is emphasized, involving two-way dialogue and outcome-based goals.
• Annual performance reviews are structured to outline clear responsibilities and provide regular feedback. These reviews set development goals tied to skill and career growth, with mid-year check-ins and ongoing conversations throughout the year to track progress.
• There is a visible commitment to internal advancement, with a high percentage of management roles filled internally and all job opportunities shared with staff to encourage internal mobility.
• An organizational culture of shared learning, feedback, and idea exchange is cultivated to support continuous professional development and sustainable business results.

For a summary of Part I on Recruiting and Part II on Retention, contact ksimonsen@mediagrowth.com

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