”You never get too old to learn something new”

For Lilly Guldbjerg Lund, Business Process Architect in Asset Management, it is just as natural to think about continuing education as it is for others to think about operation and the ordinary work tasks that lie ahead of one on the desk.

A working life with a past in Saxo Bank and Nordea and various project and team leadership positions has made her aware of continuously increasing her competencies and value for both current and potential employers.

”In the past, the desire or need often came from the employers in relation to continuing training. So your employees need to be proactive today. Otherwise, things often do not happen. You must take responsibility for your own further development,” she says and continues:

”I often hear my colleagues say that they have not been asked to undergo further training, and that is often true. But all of a sudden, you just don't have the tools to do your job. And then you can figure out what the consequences can be”.

Enjoys skills development

Lilly recognises the dilemma of asking for time for further training if the workload is massive and the tasks are piling up

”I have been privileged to have leaders who have been understanding of many of the wishes I have had for education. Maybe they have noticed that I have come back to work more motivated and energetically”?

She believes that you as an employee should be vaks to shout if you get tasks you are not qualified for

”Take the lead and ask for the continuing education you need and avoid acting passively. This shows that you are prepared to learn new things, and you actually gain new knowledge to solve your tasks. Most bosses can see sense in”, she says.  

Encouragement: Invest more in the employees

Although she has experienced that her leaders have seen the advantages of skills development, she still wants the bank generally more attentive to providing training to its employees.

”Although it is often up to the employees to get the right skills development, it does not exempt Danske Bank from doing so. I wish that Danske Bank took the initiative to develop its employees and pay for them. This applies to both continuing training within your own subject, but also in a broader perspective if you want leadership skills, even if you are not a leader yet. It is an investment in employees who are paid back in the form of more skilled and motivated employees”.