Sometimes we are all desperately in need of advice at work. But depending on your work atmosphere, you may not feel fully comfortable seeking counsel from your coworkers or your supervisor. Sometimes you may feel like you don’t know where to turn. But if you have hopes of bridging the gap between your actual performance and your possible performance, if you would like to solve conflicts with difficult coworkers, if you would like to boost your career development, then you may not need to look any further than a professional development newsletter.

Why a Professional Development Newsletter?

1. A newsletter such as the free one offered by Employee Development Systems can solve many of your career development problems and answer many of your career development questions.

2. A professional development newsletter offers new research and time-tested strategies to put you ahead – and nobody else even has to know that you read it.

3. A professional development newsletter offers a friendly, knowledgeable tone that keeps you informed while putting you at ease.

4. A professional development newsletter can keep you informed about new classes, new techniques, and new ideas that you might like to try to improve your career development.

Tips From a Professional Development Newsletter

How to foster an environment of self-discipline:

1. Provide a thorough training program. By providing and fostering a comprehensive training program you are setting the tone for continuous improvement. If chosen strategically, you will get the return on your training investment and much more—a demonstration of your priorities as a manager and organization.  

2. Clarify expectations. This seems obvious, but clarifying expectations in this case expands on the expectations you have for job performance and task completion. It also means that you should clarify your expectations of continuous improvement, employee initiatives, and problem solving.

3. Fan the flame of positive behavior. Catch people handling situations positively and taking action on their own. Reward them in whatever way you can, even if all you can do is give praise.

4. React positively to new ideas. Is your workplace open to new ideas?  Give any new idea some air time, whether it is implemented or not. This encourages people to take ownership over their work domain and pursue their own goals, without you driving their motivation. 

5. Keep a beat on your staff members. Do this by meeting with them regularly. These weekly meetings are typical, but often get pushed aside during busy periods. This sends the message that the meeting is unimportant. Emphasize how much you care about meeting with your staff members by setting their weekly update meeting in stone.