Start with an accurate picture of the person’s strengths and weaknesses. They can’t grow if they don’t have good information about themselves. And managers can’t help them develop without the same kind of clarity. Get ongoing feedback from multiple sources. The key words here are ongoing and multiple. Encourage your people to think of themselves as professional learners as well as (job title).
Key Takeaways:
- It’s easy for managers to get so focused on the critical tasks that need to be accomplished, internal problems and administrative details of their organization that they fail to focus on the performance management and development of their direct reports.
- Manager who tell employees what to do, when to do it and where to develop think that they are developing others but in reality they are throwing darts blind folded.
- Many people believe they don’t really need recognition, but every person appreciates being recognized for their hard work, initiative or effort.
“In additional to an individual’s pay and benefits, developing new skills is viewed as a very important benefit for most employees.”
http://www.ceo.com/strategy/the-four-vital-keys-to-developing-others/
