I spent a significant part of my life as a teacher before transitioning into engineering and project management. For seven years, I taught middle school science and reading, and later, engineering and design. My classroom was full of curious students and, yes, even a few animals. Teaching taught me one lesson that has stayed with me throughout every career move: the skills we use to educate and engage young minds translate directly into developing strong, effective teams in any industry.
When I think about workforce development, I often reflect on my classroom experiences. Onboarding a new employee is much like welcoming a new student. You want them to feel supported, confident, and ready to contribute. The methods I learned in teaching, particularly hands-on learning and inquiry-based strategies, are incredibly effective in the workplace.
Onboarding With Intention
Starting a new job can be overwhelming, much like the first day of school. In the classroom, I always made sure students understood expectations, had the resources they needed, and felt comfortable asking questions. That approach works just as well in business.
Effective onboarding is not simply showing someone where things are or handing them a manual. It is about introducing them to the culture, clarifying their role, and providing structured opportunities to practice and learn. Breaking tasks into manageable steps, explaining the reasoning behind processes, and creating space for questions ensures employees feel prepared, confident, and engaged from day one.
Learning by Doing
One of the most powerful tools I used in teaching was hands-on, inquiry-based learning. Students did not just read about science; they conducted experiments, built models, and solved real problems. This method fostered curiosity, critical thinking, and creativity.
The same principle applies to workforce development. Employees learn best when they are actively involved, trying things themselves, and understanding why processes exist. Instead of simply telling someone what to do, I focus on demonstrating, guiding them through trial and error, and encouraging problem-solving. This approach teaches skills more effectively and empowers employees to take ownership of their work.
Mentorship and Feedback
Mentorship was a core part of my teaching practice. I worked closely with students to identify strengths and areas for improvement, provide guidance, and celebrate progress. Feedback was continuous, specific, and supportive.
In the workplace, mentorship is equally important. A strong mentor can help employees navigate challenges, understand best practices, and build confidence in their abilities. Providing clear, constructive feedback while acknowledging achievements fosters growth, loyalty, and a positive team environment.
Encouraging Critical Thinking
Classrooms thrive when students are encouraged to ask questions and think critically. I often asked, “What worked, what did not work, and what can we change?” This habit of reflection became second nature to my students and is equally valuable in business.
Encouraging employees to reflect on their work, identify areas for improvement, and suggest solutions builds a culture of continuous learning. It helps teams become proactive and adaptable rather than simply following instructions. Over time, this mindset transforms a group of employees into a highly capable, self-directed team.
The Value of Relationships
Teaching also reinforced the importance of relationships. Understanding each student’s background, learning style, and personality made a significant difference in engagement and success. The same principle applies in the workplace. Managers who take the time to know their employees, understand their strengths, and recognize their contributions build stronger, more motivated teams.
Networking and relationship-building are critical for workforce development. Positive, supportive relationships encourage collaboration, increase retention, and make employees feel valued.
Learning From Mistakes
In the classroom, mistakes are opportunities for growth. Students are encouraged to try, fail, and try again. The same applies to business. Employees learn faster and gain confidence when they are allowed to make mistakes in a safe, supportive environment. Reflecting on those experiences and finding solutions is far more valuable than simply avoiding errors.
Creating a culture where mistakes are treated as learning opportunities encourages creativity, innovation, and continuous improvement. It also fosters resilience, a trait I first saw develop in students and now value deeply in employees.
Applying the Lessons Beyond the Classroom
Teaching gave me more than a career. It gave me tools for leadership, management, and workforce development that I still use every day. The skills we develop in a classroom (preparation, patience, mentorship, critical thinking, and relationship-building) are transferable to any industry.
If you are in a position to guide, train, or mentor a team, consider the lessons you learned in school, either as a student or a teacher. They are more relevant than you might realize. Approaching workforce development through the lens of education ensures that employees feel confident, capable, and motivated to succeed. Helping others grow is one of the most rewarding aspects of any career.