Note – Was in Boston this week training a great group of managers in Coaching Skills from our Boss Leadership Series, and this topic came up. So I tracked down this past post and am republishing for those 21 managers. Enjoy team and good luck back at your location!
You wish your team would accept greater responsibility. Why don’t they seize the moment and just do it?
It’s a common thread for me and the people I hang out with. Why don’t more seemingly talented individuals seek to do more on their own? Why don’t they chase their own development? Why don’t they seek more responsibility?
Dirty secret #1: The world is made of of three types of people:
1. The people who want more and work on their own to get it (You know who these people are).
2. The people who think that sounds like a lot of effort, and just want to clock in and clock out.
3. The people who want more, but don’t know what to do or what you expect as a boss… or how to get from point A to point B.
Dirty secret #2: The people who want to clock in/out and the people who want more but aren’t sure how to get there (#2 and #3 above) look the same. If you do nothing more as a manager but to force them to choose whether they want to do more in their role and work on their knowledge, skills and abilities, the problem is you.
Developing employees takes two things. You and your time. If you don’t spend the time and get involved, the talent in buckets #2 and #3 merge into a pool of seemingly unmotivated, do-the-minimum employees.
As a result, you whine and B#@# a lot as a manager. But the problem is you. If you don’t engage the entire pool (#2 and #3) from a developmental perspective, nothing happens.
It’s up to you.
The post Developing Your Team: Three Types of People (And Why You’re The Problem) appeared first on Fistful of Talent.