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Staff development is an ongoing process

No matter how small or large your organisation, you should never lose sight of enhancing your own skillset and helping staff to develop themselves.

Bob Young

The benefits of the latter are twofold – you will have a more efficient workforce and your staff are likely to feel appreciated and challenged if you are adding additional strings to their bow, rather than letting them stagnate.

While it is possible to pass on know-how informally, it can be necessary to use external training facilitators or have a third party audit your processes. We recently received accreditation from the National Skills Academy (Financial Services) – a quality mark that recognises the excellence of our training delivery.

It recognises eminence across a range of categories, including leadership, strategy, resources and processes, products and services, and outcomes.

Most people who work in financial services will already have a number of qualifications under their belt, such as degrees and career-specific accreditations, but the learning need not stop once they land their first job.

Indeed, if we want to keep maintaining the high standards required by the regulator, then providing refresher courses and updates to employees is a good way to ensure everyone stays in the loop.

Advertising the fact that you offer high-quality training is likely to attract a higher calibre of applicant to your organisation, too, as ambitious self-starters will want to carry on improving as they go.

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