Title: Developing Others (Leadership Competency) | LEADx
Headings: Developing Others (Leadership Competency)
Developing Others (Leadership Competency)
Leaders Skilled in Developing Others
What Prevents the Ability to Develop Others
Self-Coaching Questions on Developing Others
Tips for Developing Others
Example Goal Statements for Developing Others:
Developmental Action Plan for Developing Others
Additional Point for Thought
Suggested Additional Resources
Suggested Internet Search Terms

Content: Provide employees with direction for acquiring necessary tools for their development in the needed areas. These may include books, academic papers, video training, training course access, sponsored workshops and seminars, cross-departmental exchange opportunities, internships, mentoring, software, temporary or permanent reassignment, and/or other developmental resources and opportunities. Help employees set benchmarks and milestones and timeliness for gauging their development progress. Ensure that both you and the employee under development are staying on track to further the process at an acceptable rate. Provide periodic reviews of development progress for the team. Report to them on the status of their progress toward group goals and what should be their next steps toward further group improvement. Provide challenges that cause the employee under development to function beyond his or her comfort zone. Provide the necessary encouragement and support, and acknowledge progress. Step back and let the employee exercise and experiment with their newly acquired or improved skills. Allow them the necessary latitude to learn safely from mistakes as well as from successes.