5 Pro Tips for Developing Your People

An important and vital role of a leader is developing people. Doing that well often begins with a development conversation that leads to action. If you find yourself asking your people the traditional question, “Where do you see yourself in 5 years,” you’ve probably noticed it doesn’t lead to much actionable growth.

Here are some insights I have learned over the years that lead to more fruitful development conversations and career growth.

1. Ask for an example of one or two things they’ve done in their career that has been really satisfying to them.

Asking this question helps to get insights into what motivates them, what they love to do, and what they are good at doing (aka their “sweet spot”). Developing a person’s “sweet spot” leads to improved skills and more opportunities they are passionate about, so give them more of these things to do.

2. Ask how they learn best.

Giving your employees learning opportunities can help them grow, but knowing what kind of learning will suit them best is vital. Why let someone waste time taking a class if they learn better by being more “hands-on”? If someone learns by observing, have them shadow someone who is more advanced. Match the type of learning to their style of the person.

3. Set concrete development goals for soft skills.

“Soft-skill” development goals are a big plus in any role and are often overlooked. Talk with your employees about things they would like to improve when it comes to communication, collaboration, or conflict. Then convert those desires to personal development goals. I recommend beginning all development goals with a verb and ending them with a “so that”. Here is an example: Increase my contributions in meetings so that others understand my point of view.

4. Focus on growth.

Too often, we couple development conversations with promotions. Growth doesn’t need to mean there is a role change, and honestly, you may not be in a position to offer a promotion. You can, however, prepare them for that possibility in the future through developing them today. Focus on things they can do now to grow that will move them towards a longer-term goal.

5. Support and Coach.

An exceptional leader is one who coaches, supports, and inspires people. As tempting as it is to “tell” someone what they need to do, it doesn’t do much for growth. A leader must understand that part of the development process is letting people learn from mistakes they may make along the way. Coaching someone through the process of learning involves listening well, asking thought-provoking questions, and providing support when they want to try something new.

A great leader understands the unique motivations and needs of each of their people and provides ample opportunities for them to learn.