We speak to a lot of business leaders who are genuinely intent on investing in their people and supporting their development. But, frustratingly for us—and probably their employees—they often seem unable to get started, or worse, they approach development entirely at random, on a whim.
Sound familiar?
If you’re here, your intent is positive—and that’s a great start. But the next question to ask is why you want to invest in your people. Are you trying to fix a problem, prevent a future one, or build brilliance? Clarifying your objective and what a successful outcome will look like is essential. Whether it’s a comprehensive people strategy to align with the business strategy or a one-off piece of coaching, knowing what you’re aiming for is the only way to measure success.
We often meet people who’ve got this far but are still stuck. When you’re there, ask yourself:
What’s Getting in YOUR Way?
Like with any challenge, when you know what’s blocking you, you can find a way around it. Some common roadblocks we see include:
- You Haven’t Experienced It – If your career has grown on natural talent, strong instincts, self-reflection, and great mentors, you might not know exactly what to look for in developing others.
- You Aren’t an Expert – You’re likely not an expert in people development or training delivery—so find one. Test them out, get recommendations, and be clear on your goals.
- You’ve Tried, but Don’t Know Where to Start – It’s rare for one intervention to do it all. Starting points can be confusing. Avoid diving into what’s trending on LinkedIn if the basics aren’t in place yet.
- How Do You Measure Outcomes? – Without knowing your starting point and desired outcomes, it’s hard to assess success. Keep in mind that outcomes aren’t always captured in a number or on a spreadsheet.
- It’ll Cost Too Much Time and Money – What is “too much,” and how do you know? Start with baby steps if needed; not starting at all may cost more over time. External providers should offer flexible, impactful options for delivering content to your teams—we certainly do 😉
- Do People Even Want It? – If we talk Strengthscope® profiles for a minute, very few people we profile have self-improvement as a strength. Those who do are rare gems. For everyone else, it’s important to clarify the why, how, when, and the expected outcomes and benefits.
Hopefully, that’s some food for thought. If you’ve read this far, either you have some time on your hands, or you’re genuinely interested in developing your people. Give us a call if you think we can help