Authentic Leaders never have to guess when one of their followers is fully developed. That’s because they know they never are. They know that because they understand that their own development never stops.
But some leaders and organizations haven’t exactly figured that out. Their “development” programs and training classes are intended for some but not all of their people. Some people are deemed “worth” an investment and some are not.
Some organizations have what they call their “talent pool” where the people most preferred by the leadership team is invited to swim. The rest of the organization remains beached, figuratively and literally. They are left high and dry when it comes to their professional development.
But here’s the thing; not every rose blooms on the same day. Not every banana ripens at the same time. Not every person matures, learns, and contributes at the same pace.
It is normal and in fact necessary that leaders and organizations make judgments about their people. Hopefully, they can do that without being judgmental…but that’s another blog post.
They need to make judgments about their skill levels, “fit” in the organization, potential for advancement, and the probability of becoming a leader themselves.
That’s all okay. Where the problems start is when they make that judgement one time and it becomes permanent with no further assessment of the individual. The person is effectively “pigeon holed” as someone who the organization sees as “future less.”
The reality is that person’s future is limitless IF they are led by a true leader. A leader who invests in all their people. An Authentic Leader who puts their people in a position where they can excel. Sometimes that may mean moving them into a position where they will be uncomfortable for a while and sometimes that may even mean helping them transition to another company entirely.
Either way it’s done with the best interest of the individual in mind.
So…when was the last time you invested even a few moments to reevaluate the people you’re responsible for leading. Have their skills changed? Has their attitude changed? Have the job requirements changed. Has your perception of them changed?
When you periodically evaluate your teams with fresh eyes you may find some budding superstars up on that beach where you parked them. You may also find that some of your previously anointed “talent” are nothing more than clown fish in your talent pool.
Authentic Leaders do not make permanent judgments about their people based on temporary circumstances. They also understand that all circumstances are temporary.
Evaluate your people for who, where and what they are today. Your earlier judgment may have been a little too early to see them for who they really are.
2 thoughts on “When Employee Development Stops”
I tend to agree with your article content. My only concern is that, for some high level critical jobs, the key requirements pivot and are centered mainly around intelligence levels and other key-critical competencies.Intelligence can not be developed; either you have it or not. Organizations can not risk to place mediocre s on key leadership or management positions. Simultaneously, there are some key-critical competencies that are difficult if not impossible to modify (William Byham-DDI), and if so, it will take a long way to do so. But I agree that those that failed in some competencies originally-not in the intelligence levels- must be submitted to development opportunities for the next round of assessments .
I’m pretty sure intelligence can be developed, if you take someone with a genius IQ and never send them to school you have a very dumb genius. That’s what education is all about, helping someone with great potential actually achieve it.