Sustainable Professional Development: A Journey That Develops Learning Behaviour Well Beyond the Programme

Why is quality professional development more important than ever?

High-quality professional development focused on sustainable impact is more crucial than ever in today's rapidly evolving world. As organisations face unprecedented challenges, from technological advancements to shifting global dynamics, the need for leaders and employees who can adapt, innovate, and lead with resilience is paramount. 

Research by the Education Endowment Foundation (EEF) highlights the importance of professional development that is context-specific, grounded in credible evidence, and designed for long-term application. Sustainable professional development not only equips individuals with the skills needed for immediate challenges but also fosters a culture of continuous learning, driving ongoing improvement and innovation. According to the World Economic Forum, the future workforce will require a dynamic set of skills that can only be cultivated through sustained, high-impact professional development. In an era where adaptability and leadership are key, investing in lasting professional growth is not just beneficial—it’s essential for survival and success.

In the realm of leadership, professional development is more than just acquiring new skills—it’s about embarking on a continuous journey that shapes behaviours, fosters self-awareness, and builds resilience.

Effective professional development goes beyond a single event, creating lasting impacts on individuals and organisations. To create a truly sustainable professional development program, it’s essential to focus on developing self-awareness, integrating experiential learning, and cultivating behaviours that align with personal values and vision.

Dovetailing Training: Integrating Theory and Research with Applied Learning

For professional development to be truly effective, it must dovetail research, theory, and knowledge with applied learning and reflection. This integrated approach ensures that leaders not only understand key concepts but also know how to apply them in their daily work. The process of dovetailing allows leaders to personalise their learning journey, bridging their delta—overcoming challenges and expanding their capabilities through guided reflection and practical application.

A well-designed professional development program should include a balance of theoretical learning and opportunities for experiential practice. For instance, after learning about a new leadership model, participants might be tasked with applying it in a real-world scenario, followed by a reflection session to discuss what worked, what didn’t, and why.

This cycle of learning, doing, and reflecting helps solidify new behaviours and makes the learning journey relevant and impactful.

Mechanisms for Effective Professional Development

According to a report by the Education Endowment Foundation (EEF) on Effective Professional Development, the success of professional development programs lies in the mechanisms that support learning and behavioural change. The report emphasises several key mechanisms, including using information from credible sources, managing cognitive load, setting and agreeing on goals, and prompting context-specific repetition. These mechanisms ensure that learning is not just absorbed but also retained and applied in meaningful ways.

Managing cognitive load, for example, is crucial to prevent overwhelming participants with too much information at once. By breaking down content into manageable chunks and allowing time for reflection and application, leaders are better equipped to internalise new concepts. Furthermore, action planning plays a significant role in this process. By laying out specific steps and timelines to achieve the agreed goals, leaders can maintain momentum and ensure that their learning translates into practical, actionable outcomes. Prompting context-specific repetition also reinforces new skills and behaviours over time, leading to sustained change.

Experiential Learning: The Power of Learning by Doing

Herminia Ibarra, a renowned expert in leadership development, champions the concept of experiential learning—learning by doing. This approach is integral to sustainable professional development because it pushes leaders to apply their knowledge in real-world scenarios, thereby reinforcing and expanding their skills. Experiential learning is about stepping into new roles, taking on challenging assignments, and reflecting on those experiences, which is essential for bridging the delta and moving beyond comfort zones.

When leaders operate in their stretch zone—where they are challenged to develop new skills and behaviours—they not only grow individually but also gain the confidence to go beyond their initial goals. Success in these endeavours provides the motivation to push further, fostering a cycle of continuous learning and improvement. This process of going beyond is vital for leaders to stay dynamic and adaptable in an ever-changing world.

Empowering Learner Ownership and Accountability

One of the most critical aspects of sustainable professional development is empowering leaders to take ownership of their learning journey. When leaders personalise their development to suit their unique context and needs, they not only engage more deeply but also become more accountable for their growth. This sense of ownership encourages them to seek a deeper understanding of themselves and their environment, enabling them to apply new knowledge and skills more effectively.

Personalising learning involves encouraging leaders to explore how their values, strengths, and experiences shape their leadership style. By understanding their personal context—whether it’s the culture of their organisation, the specific challenges they face, or their long-term career goals—leaders can tailor their learning to be more relevant and impactful. This self-directed approach fosters a deeper commitment to professional growth and helps leaders bridge their delta by making learning a meaningful and ongoing process.

Furthermore, when leaders are accountable for their own development, they are more likely to engage in reflective practices that reinforce their learning. By regularly assessing their progress, seeking feedback, and adjusting their goals, they can ensure that their professional development remains aligned with their evolving needs and the demands of their role. This ongoing reflection and adjustment are crucial for sustaining growth and achieving long-term success.

Building Self-Awareness: The Foundation of Leadership

Self-awareness is the bedrock of effective leadership. As Stephen Covey emphasises in The 7 Habits of Highly Effective People, understanding oneself—one’s strengths, weaknesses, values, and motivations—is crucial for leading with authenticity and clarity. Leaders who know themselves well can overcome challenges and work through the stretch zone where real growth occurs.

To build this self-awareness, professional development programmes can incorporate tools like 360-degree feedback, DISC personality profiling, and leadership audits. These tools help leaders gain insights into how others perceive them and identify behaviours that may need adjustment. For example, a 360-degree feedback tool offers comprehensive perspectives by gathering input from peers, subordinates, and supervisors, helping leaders uncover blind spots and develop a more balanced view of their leadership style.

Similarly, DISC personality profiling aids in understanding behavioural tendencies, allowing leaders to better manage their interactions with others and build more effective relationships. Leadership audits provide an in-depth assessment of a leader’s capabilities, aligning them with organizational goals and identifying areas for development. These tools create a foundation for leaders to bridge their delta, enabling them to navigate the complexities of leadership with greater confidence and effectiveness.

The Ripple Effect: Expanding Impact Beyond the Individual

The professional development of one person or a team can have a profound ripple effect, extending well beyond the immediate participants. When leaders grow, they naturally influence those around them—whether through improved decision-making, enhanced communication, or more effective leadership styles. This ripple effect underscores the importance of investing in leadership development, as the benefits extend throughout the organization and even into the wider community.

Moreover, group professional development creates opportunities for collective learning. When leaders come together to learn, they can challenge each other’s views and biases, fostering a more inclusive and well-rounded perspective. This environment also allows individuals to build a network of like-minded peers—what some might call their “tribe”—who can offer support, share insights, and collaborate on solving complex challenges. The learning that happens in these group settings often goes beyond the programme, as participants draw from each other’s experiences and insights.

In order to maximise the learning for the individual and the ripple effect within the organisation it is important that learning is fed back to three key stakeholders; their team, their line manager and decision makers. 

Conclusion: A Journey That Goes Beyond

Sustainable professional development is a journey—a journey that bridges the delta between where leaders are and where they aspire to be. It’s about more than just acquiring skills; it’s about developing the behaviours, self-awareness, and confidence to go beyond what’s expected. By focusing on self-awareness, integrating experiential learning, and creating opportunities for group learning, professional development can create lasting change that ripples throughout the organisation and beyond.

As leaders continue on this journey, they not only develop their own capabilities but also inspire and empower those around them, creating a culture of continuous learning and growth. This is the true essence of sustainable professional development: it’s a journey that extends well beyond the individual, driving collective success and innovation.

I help leaders bridge their delta and go beyond through high quality coaching and training. If you would like to work with me then please get in touch at tamara@my-delta.co.uk