How to Ignite a Growth Point for Talent in 10 Minutes or Less
Everyone knows the frustration of working with unqualified, uncertain, unproductive team members.
One reason you’re stressed out is you haven’t developed the people around you.
Everything feels like pushing a rope when the team around you hasn’t developed their talent. But leaders who develop people eventually feel pulled forward.
The future depends on developing the people on your team.
5 steps to a growth point:
#1. What comes to mind when you think about your own leadership?
My question was directed to the young man who picked me up at the hotel. He will graduate from college soon. He’s already leading.
He told me he notices that he has influence and that he enjoys taking the lead when things need to get done.
#2. What do you see yourself doing (behaviors) when you are leading successfully?
“I like to encourage people to take on new challenges,” he answered.
His answer intrigued me because it didn’t align with his response to my first question. But we only had a few minutes before he dropped me off. I went with it.
#3. I restated his responses. Asked if I got it. He said that I did. With time short, I pressed forward.
#4. What gets in the way of you being a leader who helps others take on new challenges?
He immediately said, “I could be a little more proactive.” His quick response that pointed to personal responsibility encouraged me.
“Thanks for saying that,” I said.
#5. What might you do this afternoon that would be a little more proactive in helping people take on new challenges?
We stopped at the door and it was time for me to get out. I left him with a point of growth that he could take up or let drop. It took about 7 minutes.
What issues must be addressed before leaders work to ignite growth points for talent?
What do you do to develop the talent around you?
As Leaders we need to encourage people to take charge when opportunities present themselves, delegate tasks to others in a team function. Believe in themselves, to learn more as a stepping stone to their future.
Spend less time finding faults in others more on enhancing their capabilities. Teach those who want to learn, typically the senior members need to share their experiences so others can gain expertise and knowledge.
Have a platform or decision tree in place for beginners to grow toward a career.
Thanks Tim. You made a ton of great suggestions. Delegating for development is one of my favorites. In those cases, it’s important to create a safety net and deal with failure as a learning experience.
If people are failing or falling short from time to time, they aren’t reaching high enough.
So true, our safety net is our senior employees they keep an eye on the youngest and steer them in the proper direction, even the older guys need occasionally guidance which we address with individuals who done the deed. When all else fails consult the Guru’s, the seasoned veterans on staff that enhance the company.
What a great coaching encounter. Reminds me to take advantage of every opportunity.
I agree, I think most people that aren’t coaches have a tendency to TELL people how they can grow vs. ask them. The questions Dan asked were powerful and transformational! Love it!
“What issues must be addressed before leaders work to ignite growth points for talent?”
If you use your people 100% of time to do the same things they have always done, because you have to commit 100% just to do what you have to do, the spark of growth will get dampened out.
Think of it like basic biology, if you have to commit 100% of your energy just to survive, there is nothing left to grow with.