Invest in Your Growth, With Your Company’s Support

Your company may already support your growth through coaching, training, or courses. You just need to know how to ask.

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STEP 1

Find Out What’s Available

Consult your Manager or HR Department for information on personal and professional development support.

Check HR / L&D Policies

Explore your HR policy for available learning or training budgets.

Ask your Manager

Even without a formal scheme, many managers hold discretionary funds.

Know the Limits

Typical annual allowances range from $500-$5,000.

Tip: Even if there's no policy, a strong, well-timed request can unlock funding.

STEP 2

Align with Company Goals

Your request lands best when you show it's not only about personal growth.

Future-ready Skills

Develop AI, data, and leadership skills to stay ahead of change.

Team Performance

Better communication, innovation, client service.

Retention & Culture

Your growth shows long-term commitment.

Multiplier Effect

Offer to share what you learn with the team.

STEP 3

Build a Simple Business Case

When you ask, cover both personal and business value.

The Program

What it is, who’s running it, what it covers.

The Cost

Be upfront and compare to alternatives.

The Benefit to You

Skills, confidence, career progression.

The Benefit to the Company

ROI in productivity, innovation, leadership pipeline, adaptability.

STEP 4

Make the Ask

Connect with your Manager or HR rep to share the request.

01.

Choose Your Moment

Annual reviews, goal-setting, or after raising a challenge that training helps solve.

02.

Start with Conversation

Then follow-up a clear email.

Free Draft Message to Use

Subject: Introducing Skills U, Our Talent Development Partner

Hi [Manager’s Name],

I’d like to request support for a [course/program] focused on [skill area]. This training will [specific challenge/goal the team is working on e.g. help me strengthen how we collaborate across regions/ prepare for upcoming initiative], and I believe it will strengthen my ability to [contribution, e.g. lead cross-functional projects more efficiently/ improve client service/ apply AI tools to streamline our workflows].

The program costs [$$$], which compares favourably to similar options. Beyond the practical skills, I see this as a chance to bring fresh energy and ideas into our team. I’d also be glad to share a summary of outcomes and tools with colleagues so the benefits extend beyond me.

Thanks for considering this. I really value how our team encourages growth and I’d be excited to put this learning straight into practice.

Appreciate your support,
[Your Name]

STEP 5

If the Answer isn’t “Yes” Yet

Keep the conversation open with practical next steps that show initiative and flexibility.

Split the Cost

Offer to share expenses or suggest co-funding.

Request Flexibility

Study leave, flexible hours, travel reimbursement.

Ask for Next Cycle

Propose adding it to next quarter or year’s development plan.

Signals Initiative

Even asking shows commiment to growth.

Tips: Adapt to your workplace culture - some value directness, others prefer subtle framing.

STEP 6

When There’s No Budget

Explore ways to invest in your learning.

Don’t stop at “no”

A “no” isn’t final. Managers may offer ad-hoc support if you make a strong, thoughtful case.

External Options

Look into scholarships, industry associations, SkillsFuture-style funds, or government subsidies.

Self-investment with Visibility

If you fund it yourself, share takeaways with your team, this builds credibility and shows leadership.

Final
Thought

Professional development isn’t just a perk, it’s how you future-proof your career and help your organization stay competitive. Sometimes budgets exist, sometimes they don’t, but a clear, well-framed request is rarely wasted.

Don’t leave your growth to chance. Find a program that excites you, frame it as a win-win, and make the ask. Your career (and your wallet) will thank you.

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