An Investment in You Is an Investment in All

As we move towards planning for 2027, it’s a perfect time to consider how we want to invest in ourselves and our own leadership in the year to come. 

I am often surprised at the hesitation and reluctance clients show when considering their organization supporting that investment for them. Even more so when their roles often revolve around making the case for investment. 

I have had several clients who self-fund their coaching only to realise several months in that their organisation was more than willing to make that investment for the benefit of them–and the company. 

Why are we so hesitant to ask and advocate for investment in ourselves? 

Why, when we are often adept at negotiating salary, promotions, equity, do we fall short when it comes to development and coaching? 

Having worked in HR for many years, let me share a perspective that works: 

Most companies respond much more positively to leaders who advocate for investment in their development and coaching than those who consistently pitch for promotions or salary increases 

For many companies, it’s much easier to make these development investments than to go through promotion or arrange “off-cycle pay.” A one-off payment for an achievement is great—and it’s short-lived. A longer term investment in your own development pays dividends to a greater extent when it comes to how you feel about your own place in the company. 

It’s important to ask ourselves: 

• What investment is more important to me when considering how I feel about my employer? 
• What investment would give me the highest re-engagement level? 

Now’s the time. What’s stopping you from making that ask, advocating for investment that supports you and benefits your company?