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Developing
people
- People
learn best on the job with constructive feedback and coaching.
- Help people
learn to accept feedback constructively.
- Encourage
them to set up a process to develop themselves.
- Strive
to develop skills in others that you think are important while
also helping them to find themselves.
Who to develop
- Everyone
who asks for it or strategically?
- What are
your main criteria - immediate performance improvement, to meet
key strategic goals - these should be the main ones.
- Also,
development can be used as a reward for excellent performance.
- Or as
a retention tool.
- A career
or succession planning aide.
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How to develop
people
- Put people
into a range of stretching projects, ones outside their comfort
zone.
- A good
developmental process should include some form of log book for
them to record what went well and what they want to improve for
every aspect of a project.
- You, or
a mentor, should review their progress regularly.
- Regular
reviews help to consolidate learning and plan next steps.
- Feedback
from others on key developmental areas is also critical.
- Anonymous
feedback through questionnaires might be more honest.
- A training
course is only a one-off event; developement is an ongoing process.
- Developing
personal skills amounts to changing bad habits - not as easy as
learning technical skills.
- Bad habits
will re-surface unless a concerted effort is made over a sufficient
time period for new habits to become ingrained.
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All
pages written by Mitch
McCrimmon, Ph.D. and copyright © Self Renewal Group 1996-2008
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