With the new year, the season of goal setting begins – personally and professionally. 

While performance targets and project milestones often take center stage, it’s equally important to carve out time for personal and professional development. Setting learning goals for yourself each year is a powerful way to stay sharp, grow your skillset, and adapt to the ever-changing demands of your role. When you involve your manager in this process, it elevates the experience, ensuring alignment, support, and accountability.

Here’s why creating annual learning goals—and engaging your manager in the conversation—is essential for success.

1. Clarity of Purpose

Learning goals give you a clear sense of direction. Whether you aim to improve technical skills, develop leadership capabilities, or gain expertise in a specific area, these objectives create a roadmap for your growth. Without goals, learning can feel scattered or reactive, driven by immediate needs rather than long-term aspirations.

Involving your manager in setting these goals ensures they align with the team’s and organization’s priorities. A shared vision of your development can prevent misaligned efforts and maximize the impact of your learning.

2. Strategic Growth

By intentionally selecting what to learn, you can shape your career trajectory. For instance, if you aspire to move into a leadership role, your learning goals might focus on building executive communication skills or mastering strategic decision-making.

Your manager can provide valuable insight into which skills are most relevant for advancement. They can identify gaps in your current skillset and recommend resources, training programs, or mentorship opportunities to address them.

3. Increased Engagement

Employees who actively pursue learning are often more engaged and motivated. Setting annual learning goals helps you take ownership of your development, fostering a sense of agency and commitment to your role.

When your manager is involved, it reinforces the idea that your growth is a priority. Regular check-ins about your progress can create an ongoing dialogue, deepening your connection with your manager and ensuring that your learning journey remains on track.

4. Access to Resources and Opportunities

Your manager likely has access to resources and opportunities you may not be aware of, such as budget allocations for training, connections within the organization, or knowledge of upcoming projects that could double as learning experiences.

By sharing your goals with them, you open the door to these resources. Your manager can advocate for you to attend conferences, enroll in specialized courses, or take on stretch assignments that align with your aspirations.

5. Accountability and Support

One of the most challenging aspects of personal growth is staying consistent. It’s easy to lose focus on your goals amidst daily responsibilities. Engaging your manager creates an accountability partner who can help you stay committed.

Managers can also serve as a sounding board, providing guidance when challenges arise. Their support can be invaluable in navigating obstacles and celebrating successes along the way.

How to Start the Conversation

• Reflect First: Identify your interests, strengths, and areas for improvement.
• Draft Goals: Use the SMART framework (Specific, Measurable, Achievable, Relevant, Time-bound) to outline your objectives.
• Schedule a Meeting: Request dedicated time with your manager to discuss your development goals.
• Be Open to Feedback: Invite your manager’s input and adapt your goals to align with organizational priorities.

Conclusion

Setting learning goals each year is an investment in yourself and your career. By engaging your manager in the process, you create a partnership that amplifies your growth. Together, you can turn aspirations into achievements, ensuring that your professional development remains a priority in the year ahead.