Linking Human Capital With Strategic Intent

Developing Others


Developing Others

“Just because you’re trained for something doesn’t mean you’re prepared for it.” – Anonymous

Rick’sTIPS explores the competencies necessary for successful leadership and provides activities to assist with the development and mastery of these skills.

The cornerstone of excellent leadership is the ability to develop people.  In developing others it is important to evaluate and monitor their true “gifts” and “limits” and find those activity based exercises that focus on their specific developmental needs.

There are enormous benefits to effectively developing your people including:

  • Adding to their value
  • Improved ability to problem-solve
  • Increased creativity
  • Higher productivity
  • Loyalty
  • Respect for your leadership
Moving your people forward provides you with benefits as well.  You will realize greater opportunities to use your time and energy on more strategic, “big picture” issues.  In essence, developing your people is creating the next generation of leaders within your organization.

Stretch People Without Breaking Them

How do we effectively develop others?

  • Make sure you choose the right person
  • Make sure they have the proper tools and knowledge
  • Clearly communicate time frame and level of importance
It takes skill and judgment to learn how to develop people.  You must be able to read their strengths and weaknesses, know in which areas to focus development, know “what” can be delegated, have an understanding of how hard to push an individual’s growth, be certain that the individual is open and ready to accepting the new challenges.

Be A Coach; Not A Boss

The Coaches Credo The Bosses Credo
> Lift and support people > Push people and drive them
> Engage in a dialogue by asking, requesting, and listening > Talk to people by telling, directing, and even lecturing
> Facilitate others to make decisions and empower them to implement their own > Control others through the decisions they make
> Constantly seek answers > Know the answers
> Use purpose to inspire commitment and stimulate creativity > Initiate a healthy dose of fear on occasion to achieve compliance
> Celebrate learning > Point out errors
> Facilitate others to solve problems and make decisions > Solve problems and make decisions
> Modeling accountability > Delegating responsibility
> Creating a vision and promoting flexibility > Creating structures and procedures for people to follow
> Do the right things > Power lies in their knowledge
> Focus on the bottom line
> Doing things right

There are actions you can take that will prepare you to master this very important leadership competency:

  • Hold regular meetings with your staff to discuss development.
  • Distinguish between short, medium, and long-term development objectives.Provide specific objectives for each and review progress at subsequent meetings.
  • Regularly take time to talk to individuals about their aspirations.  What do they want to do better, and what new things would they like to try out?
  • Maintain a development file. For each direct report, track their progress and identify developmental needs.
  • Tell people you expect them to excel and do their best. Find specific things that support your expectations and congratulate improvements.
  • Provide support to others for assignments or regular job responsibilities.  Provide overall objectives and let individual determine how to carry it out.
  • Observe your staff in action.  Note specific examples of things they did well and areas for development. Give specific, behavioral, non-judgmental feedback.
  • Provide developmental challenges as often as possible. Give challenging assignments that provide greater exposure as well as opportunities to develop management skills and abilities such as attending meetings in your place.
  • Nominate a person to undertake your role. If you are to be away from the office for any significant period of time. Try to ensure a degree of decision making autonomy so that the delegation of your role represents a real development challenge.
  • Guide a person through situations and problems when poor judgment is demonstrated.

If you have chosen correctly and with forethought, you can avoid undermining self-esteem and truly develop your people.

Take the How Well Do You Develop Your People? Quiz.  Click here.

I hope you found this edition of Rick’sTIPS:  Developing Others beneficial.

I look forward to providing you with information that makes your life more productive.

Until next time…..


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