How to Develop Your People
My client Theo is a leader in an organization that is growing at a rapid pace.
This means that he is constantly onboarding new people.
Theo mentioned to me that he is struggling to develop all of these new hires. He feels like he just does not have the time.
To solve this issue, Theo and I discussed some mindset and tactical solutions.
Let’s start with the mindset solution.
It’s really important to change your mindset from, “I don’t have time to develop my people” to “It’s my job to develop my people.” This perspective shift will help you to prioritize their development.
You can also focus on the multiple benefits that you will gain when you do have a developed team.
These benefits include:
- Delegation: With a more developed team, you then have the time to focus on more strategic tasks.
- Retention: People leave organizations when they are bored and have stopped learning and growing. By developing them, you are ensuring that they are engaged and doing interesting work.
- Succession Planning: If you want to move into a new role or new job, you need to have your successor ready to take over.
Now, let’s address the tactical solution.
As I told Theo, the tactical solution is to create development plans for each person on your team. I teach all of my clients how to do this task properly. It is a very important step in the delegation and development process.
If you don’t have a development plan template, reach out to your HR Department and ask for one or find a template on Google!
You certainly don’t need to reinvent the wheel. Just do it!
So, what can you do to make development a priority for your people?
Do you need a mindset shift?
Or do you need to be tactical and put some processes in place to get the ball rolling?
Either way, if you are interested in building an engaged, high-performing team…having a development strategy is a must!
