1. Identify what you need to learn and why you need to learn it.

There are different kinds of skills, and understanding which kind you want to develop and why will shape the rest of the skills-development process.

The various kinds of skills include:

• Functional, transferable skills such as clear writing or speaking, working with numbers, and motivating people.
• Task-oriented skills such as writing a computer program in C++, assembling a particular consumer product, and using a desktop-publishing software package.
• Personal skills (also called self-management skills) such as being organized, juggling many tasks at once, and remaining calm during times of chaos.
• Interpersonal skills such as the ability to lead a discussion, negotiate, inspire teamwork (some of these will also be transferable from one job to another).
• Industry-specific skills which are required for performance of a particular job (some may be entry level and required, while others may be advanced and more dependent on experience or certification).

Ask yourself why you want to learn particular skills.

For example:

• You’re interested in exploring work that’s very different from what you’re doing now. Therefore, by assessing your transferable skills, you can identify skills you could use in this job, and only seek training on additional, necessary job-specific skills.
• You need particular task-oriented skills to begin contributing immediately in a highly technical new job.
• You need to learn the skill, such as project-management, to perform better in your current or future position.

1. Select the ways you want to learn.

In completing this step, cast your net wide! You’ve got many different options for learning at your disposal—in addition to the more commonly known ones such as going back to school. Also, different people learn best through different learning channels and materials. Think about which channels and materials work best for you.

For example:

• Home-study courses
• Direct observation of someone else
• Internships
• Informational interviews
• Volunteer work
• Audio- and videotapes
• Films
• Books, newsletters, and trade journals
• Distance-learning options, such as online courses
• Seminars or workshops
1. Conduct research to identify specific learning options.

With this step, you specify how you’ll acquire the skills you’re interested in. This requires some work—but it’s well worth the effort.

Try exploring these resources:

• Recommendations from training manager, peers, supervisor, others
• Online subject search for courses and materials
• Professional association resources, if you are a member
• Career centers
• Your local library
• Adult-education centers
• Community colleges
• University extension offices
• Bookstores

You can also try associations, such as these:

• The American Management Association
• Professional associations (such as the American Marketing Association and the Society for Human Resource Management)
• Association for Talent Development

Many of these associations offer great courses for members and nonmembers.

1. Analyze your learning options.

Now that you’ve identified the skills you want to develop and have researched how you might acquire them, it’s time to assess the relative merits of the various options.

Evaluate each option you’re considering according to the following criteria:

• Quality of instruction (which you can judge by asking people who have taken that particular training before)
• Cost
• Time required
• Other variables important to you, such as location, convenience, and delivery method, including online alternatives

Weigh these factors and decide which options best meet your requirements and situation.

1. Develop a training strategy and schedule.

Clarify how and by when you’ll acquire the skills.

For example, you can use a form like the one shown below, or incorporate this into a more complete Individual Development Plan.