5 tips for getting a yes to additional training

1. Be clear about what you want to achieve 

Regardless of when the conversation about further training and education takes place, it is crucial that you have a clear picture of what you want to achieve. 

Be specific and avoid vague wording such as “I would like some more development.” The clearer you are about what you want, the easier it will be to have a real discussion about it. 

According to Camilla Bylling, it's a good idea to prepare yourself by thinking in terms of "must-have" and "nice-to-have". 

What are your top priorities, and where are you willing to be flexible?  

The more precise you are, the better your manager will understand your need and be able to assess the value. 

"If you're clear about your priorities, they'll be easier to communicate to your manager and you'll find a solution together," she says. 

Many expect their manager to come up with suggestions for courses or development opportunities. But in practice, the employee should often take the initiative. 

"The manager does not necessarily know all the training opportunities available or what motivates you the most. Therefore, it's important that you make up your mind about what you want and bring it to the table," says Camilla Bylling Lang.

2. Acknowledge your manager’s situation 

You may find an AI, cybersecurity or project managment course relevant. But your manager may not see it in the same way. 

While employees tend to fixate on their own interests and development wishes, managers will typically focus on something else:

How does the team achieve its goals? What skills will the company need going forward? And how do you create the most value from the resources available? 

And it's a good strategy to see the situation from your manager's perspective. 

"As a manager, you focus on how the department succeeds in its tasks and goals – and on the competences needed on the team in the future. Therefore, it's important that you're able to explain how your skills development helps achieve this," she says and continues: 

"That doesn't mean you should forget about your own wishes. But the more clearly you link them to specific needs of the department, the stronger your case is." 

Camilla Bylling Lang recommends approaching your manager with clarity and respect. In addition, it's a good idea to use open-ended questions to uncover the manager's priorities and find common solutions. 

For instance:  

• What do you see as my most important areas of development next year? 
• How can I contribute to the team's goals while continuing to develop myself? 
• What does it take for my wishes to be met? 

3. Make it easy to say yes 

When your manager makes a decision on your request, it's often minor practical details that determine whether you'll be getting a yes or a no. Therefore, it's all about being well prepared and clearing away as many unanswered questions as possible. 

If you approach the interview with a loose idea of wanting to attend a course "at some point", you risk leaving your manager with more questions than answers. And then the decision is often postponed. 

Therefore, find out details such as price, duration, date and place. You may also benefit from checking in advance whether the programme provides a certification, a course certificate or perhaps ECTS credits. This makes it easier to demonstrate the value of the course. 

The goal is to eliminate as many unanswered questions as possible. 

"The fewer things your manager has to look into, the easier it will be to make a decision on your request," says Camilla Bylling Lang. 

4. Have a plan for your absence from work 

Even the most relevant course may be turned down if a manager is unsure whether projects may have to be extended or colleagues have to run faster while you're away. 

Your manager is responsible for opening a dialogue in which the two of you prioritise your tasks to make time for additional training.

But it's still a good idea, before the interview, to think about how your tasks can be handled during your training to remove such uncertainty. 

Perhaps some tasks can be moved to before or after the course. Perhaps a colleague can carry out the tasks, or the course is held at a time when the department is less busy.  

It's also a good idea to consider your own burden and be realistic about what you have time for as further training and education may be quite demanding.

The point isn’t for you to have an answer to all the questions in advance, but to show that you’ve reflected on the consequences. 

"Your manager should be presented with a feasible plan. If a training programme risks creating an unreasonable workload for you or the rest of the team, it may be hard to gain support. That's why it's important to show how you imagine it all could work out," says Camilla Bylling Lang.

5. Show what the company gets in return 

When you ask for additional training, you are in fact also asking the company to invest time and money in you. Therefore, it's always a good idea to show how the investment will pay off. 

It's not just about what you learn on the course, but how your new knowledge is put into practice when you're back at work. 

What's the impact when you come back with new skills? This is a question you should be able to answer even before the interview. 

Perhaps the programme provides you with the skills to handle new tasks. Maybe you can contribute to an upcoming AI project, strengthen security work or help the team make better use of new technologies. 

Or you may share your new knowledge with colleagues through workshops, presentations or by being a sounding board at work. 

The more specific you are, the easier it is for the manager to see your training as an investment rather than an expense. 

"Think about how you'll use what you learn even before you begin. That'll underline both your arguments and the likelihood that your new skills will actually add value," says Camilla Bylling Lang.