How to Develop Your People – Part One

I could go into almost any company in the world and ask the leadership of that company  what their greatest asset is. Almost without exception they would say their people.

They would say their people make the difference. They would say their people are their “strategic advantage” and they would say developing their people is critical for their long term success. 

They say all the right things. 

Unfortunately saying it doesn’t get it done. Merely saying it doesn’t accomplish much at all. Companies that want to be good say the right things. Good companies do the right things. Great companies know why they do them and they do them intentionally.

Great companies know that their people NEED to feel worthwhile. They know that even their top performers need positive feedback from time to time. Great companies provide their people with constant and consistent recognition. They don’t recognize their people in their “free time” or “when the have a chance.” They are incredibly intentional about it, they plan for it and they make recognition part of every company gathering.

How do you feed your team’s need for significance?

Great companies regularly offer encouragement to their people. They coach constantly and they coach with a spirt of approval. They make mistakes seem easy to correct and they offer real suggestions on how to do better next time. Companies that develop their people don’t criticize their people without using compassion to soften the blow. They know there is no reason, ever, to tear their people down. 

Do you coach your people with an attitude of approval or criticism?

Great companies know that people don’t follow leadership, they follow a leader. Authentic leadership is a “person to person” kind of thing. If the leader doesn’t care about the people they lead then the people they lead won’t care to follow that leader. Authentic leaders never just say they care, they show it and they show it intentionally. Frequently!

How do you show your followers that you care about them?

We’ll continue this topic in the next post. Until then ponder these questions and remember, if your people don’t think you’re a leader then you’re most likely not.