Problem: Many employees recognise the value of professional development but struggle to identify the right training, secure employer buy-in, and balance learning with their existing responsibilities.
Solution: Find an accredited program that aligns with both your career goals and company values, and present a well-reasoned case to your manager.
Result: With the right training in place, employees develop a stronger, more specialised skillset that benefits not just their own career progression, but the performance, engagement, and reputation of the wider organisation.
How to get professional development approved
Search for jobs
Professional training programs provide opportunities for employees to refine skills, learn new capabilities, and perhaps most often, expand their networks of influential people. Whether you pursue internal or external programs, they provide a unique opportunity to apply newly learned skills and processes immediately, appropriating them as needed for the demands of your role.
Here’s how to find professional development training that will advance your career, from finding the best training right through to completion.
Make it tailored and accredited
If you’re serious about improving your skills and participating in a program that aids your progression, you’ll need to make them complement your role. Here are some tips to defining the training you need:
Make a list of the skills you have and areas of your role you feel you’re excelling in.
Compare this with your KPIs and role description: are there areas you could improve on? What are the key competencies you need to advance?
Commence your research, using as many resources as possible. Look for professional training programs that specialise in the skills you need and are recommended by certified boards, professional organisations or reliable people in your network.
Select three to five training programs that vary in cost, length and provider, but have the same outcomes at their core. Providing your employer with options will show them you’re serious and well-researched.
When you’ve established the professional training program that’s best for you, be sure to research the course type thoroughly, and compare with other available course providers. Always choose accredited courses or training programs that offer the highest standard of information, resources, and support.
Prove that professional development training is valuable for the company
Whether you’re eager to attend an interstate IT conference, sign-up to a leadership training course, or hoping to participate in the CPA program, your employer will need evidence that it is beneficial to you and the wider business. Consider these elements and make the decision an easy one for your employer:
You’ll possess a unique and exceptional skillset
Insist that by participating in training you’re developing or refining a unique set of skills that makes you a high-achieving and attractive employee. You’ll be able to do your job more efficiently as well as compete with the best from your industry.
Knowledge can be shared with your team
Assure your manager that you’ll take notes and share any resources provided with your team once the training is complete. Maybe you could even run a short debrief session, detailing what you learned and how it could be applied in your organisation? Sharing the benefits of professional training programs will make employers feel that any money and staff hours invested were worthwhile.
Training can increase engagement and job satisfaction
The more you learn, the better you’ll be at your job. The better you are at your job, the more complicated and challenging tasks you can take on. The more you take on, the better equipped you are to progress, seeking out greater responsibility and more senior roles. If you’re challenged and achieving, you’re also more likely to be satisfied in your role, and contented by how the organisation operates.
Development programs attract the best talent
Companies with strong professional development training opportunities are likely to be known for this, and be sought out by top talent. Remind your manager of this, citing examples you may have found in your research, insisting that improved training opportunities help promote a positive employer brand and reputation.
Choose training programs aligned to your organisation’s direction and values
Do your research and present training options that align to where your company is headed, and the principals they stand for. If you work for a small finance firm focused on expansion, then find training that specialises on growth, or that has experienced impressive growth itself. If you’re employed by a customer service provider that is known for its equal opportunity and promotion of diversity, seek out the same in your training program.
Proving to your manager that there is value in professional development training is critical, whether your organisation has a history of offering great development opportunities or you’re making an inaugural proposition. If the evidence stacks up in your favour, you can be confident you’ll get your request across the line.
Be willing to compromise
Take a look at our career development hub
Just like asking for a pay rise, it’s important to be adaptable and to have alternative plans prepared when asking to undertake professional development opportunities. Present several options for the development you desire, and be prepared to negotiate, ensuring the training never compromises the duties your role demands.
If your employer won’t endorse or pay for your professional development, then consider pursuing it independently. If you do, note down how it was structured and how it benefited your work, then share with your manager. This approach shows initiative but will also exhibit the success of professional training programs, increasing the likelihood of success next time you ask.
Professional development comes in many different forms, and there’s an abundance of programs available to suit your needs, role and industry. The key is sharing the potential you see in the training with your manager, so that they feel confident it’s a valuable investment. It will also help them understand that supporting your plan is an investment for the whole organisation, and what employer wouldn’t want that?
Frequently Asked Questions (FAQs)
How do I choose the right professional development course for my career?
Start by listing your current skills and comparing them against your KPIs and role description to identify gaps. From there, research programs recommended by certified boards or professional organisations, and shortlist three to five options that vary in cost, length, and provider but share the same core outcomes. Always prioritise accredited courses that offer the highest standard of information, resources, and support.
How do I convince my manager to pay for my training?
Build a clear business case by demonstrating the value the training brings beyond just yourself. Highlight that you'll develop a unique skillset that benefits the team, offer to share notes and run a debrief session, and present training options that align with the company's direction and values. Giving your manager several options also shows you're well-researched and serious about your development.
What should I do if my employer denies my professional development request?
Consider pursuing the training independently. If you do, document how it was structured and the tangible ways it improved your work, then share those findings with your manager. This demonstrates initiative and builds a stronger case for employer-supported development in the future.
How do you align professional development goals with company values?
Research where your organisation is headed and what it stands for, then seek out training programs that reflect those priorities. For example, if your company is focused on growth, look for programs with a strong track record in that area. If diversity and inclusion are central to your workplace culture, find training providers who champion those same values.
What is the difference between accredited and non-accredited training programs?
Accredited programs are formally recognised on the Australian Qualifications Framework (AQF), while non-accredited programs are typically short courses or professional development that build practical skills but don't result in a nationally recognised qualification.
It is highly reccommended to choose accredited courses or programs endorsed by certified boards and professional organisations, as these offer the highest standard of information, resources, and support, making them a more credible and valuable investment for both you and your employer.
How can professional development opportunities benefit a whole team, not just an individual?
After completing training, you can share notes, distribute any provided resources, and run a short debrief session with your team outlining what you learned and how it can be applied within the organisation. This approach ensures the knowledge gained extends beyond the individual, making the investment worthwhile for the wider business.
Is it worth paying for my own professional development if my company won't?
Yes. Pursuing development independently shows initiative and a genuine commitment to growth. More practically, documenting the outcomes and sharing them with your manager builds a compelling case for employer-funded training in the future, increasing the likelihood of approval next time.
How do I balance professional training programs with my current job responsibilities?
Be prepared to negotiate. When presenting training options to your manager, have alternative plans ready and make it clear that your core responsibilities will not be compromised. Flexibility and a willingness to find a workable arrangement will make it easier for your employer to support your development.
