I've found that people have different learning styles. E.g. I'm not big on video courses. I'd much rather read one great book on the topic I'm trying to learn, then meet someone who's amazing at it to ask them a ton of questions and get their feedback on my implementation of what I've learned. I guess this is a long winded way of saying I learn by doing and with mentorship. I'm a Founder though—how can I give employees who learn like me the same experience?
In my experience at work and especially from observing managers it seems like people are afraid to offer this type of advice. They are concerned how people will interpret this type of feedback IMO. I think this is true for any type of criticism. I have only received meaningful feedback from managers a few times despite needing it a lot more and it led to me developing more slowly as an engineer.
This is such a good point. When we don't set up a pattern of regular feedback and the expectation that everyone can improve (even at the top) then feedback takes on a different meaning. I see feedback and learning deeply intertwined in any system... companies are no exception.
Often I've had to ask specifically for positive and constructive criticism. Many times managers are afraid of providing negative feedback.
I didn't see any note about encouraging the managers to carve out time in their schedule. Would definitely add that. When you are at a busy startup having your boss say: "you need to carve out time for self investment on the company's dollar" is a very powerful message that the company values such improvement.
The article does mention that.
Great advice, but make sure you allow them the time to take the courses while on the clock.
Absolutely. In startups, I've seen two of the most valuable skills in a team member is (i) proactivity and (ii) the ability to learn fast. If a founder values (ii), they should pay for something that accelerates it.