My team member doesn’t take their development seriously!
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There’s nothing more frustrating than seeing someone with lots of potential seemingly oblivious to the future career they could build for themselves. What can you do to turn things around?
The key question is ‘why’ and do they trust you enough to be truthful with their answer. So, let’s look at the why’s first:
Lack of confidence – it’s quite possible their self-belief is low and they don’t know how to build this up. For some, this will start in childhood – low self-esteem may be a feature of their family and school life – for others, it’s temporary due to some setback at home or work. In either case, do what you can to build up their self-esteem by praising them for work well done, recognising their talents and pointing out the valuable contribution that talent makes to the team and the organisation. If there are appropriate recognition awards, nominate them. Help them build their reputation by mentioning their achievements to others, ensure you provide practical support for any challenging tasks and encourage them to move out of their comfort zone when possible. Small steps are the best.
Fear of failure – links to confidence. Many people will refuse promotion or new or expanded tasks for fear of losing what little self-esteem they have. Take a step back and build their confidence first before moving them gently into expanded roles or responsibilities. Advance warning and preparation for change is key here.
Work:home balance – some people may have significant home responsibilities, which hold them back at work. In this case, respect their situation, do what you can to make work a place where they feel valued, can leave home worries behind and thrive and leave the door open to further development as and when their situation eases.
Perhaps they simply unaware of their potential – many of us underestimate the value of our innate strengths because they come so easily to us. Make sure they know why you think they have potential, how their talents can build their career and help them devise a development plan which will support their aspirations – once they’ve got used to the idea that they’ve been ‘talent spotted’!
Lack of ambition – some people just aren’t ambitious. I remember meeting the owner of a successful insurance business who just couldn’t understand why his staff didn’t share his ambitious nature, and desire the lifestyle he had acquired in the process. If this is true of your team member, be gracious. Accept they see the world differently and let them know if they ever change their mind, you’ll be happy to talk.
There may also be darker, sadder reasons why people don’t develop their potential. A jealous partner unable to handle their success is just one possible scenario. If you struggle to find out why a team member really doesn’t see or want to acknowledge their potential then, once again, accept this graciously and let them know you are available to talk should they ever change their mind.
Develop them for what? Let’s assume you’ve now convinced them that they really have the potential to achieve more – what is it you have in mind: promotion, extra or broader responsibilities, deputising for you, developing them as a specialist? Have an open discussion to see if they are interested and ready for the development you have in mind. Don’t impose your view. Respect their wishes and help them devise a development plan that will meet their needs, is feasible for them to carry out in timescales that make sense for them. Then encourage, enthuse and support them all the way.
Employability – finally, if all else fails, make sure your team member realises that some continuing professional development is essential for all of us to remain up-to-date and employable, able to work through organisational changes and remain a valued member of the team. Too often, people forget about this element of work thinking they can just continue to do their job well until they retire. However, changes are constant so keeping up-to-date and remaining employable is essential for our economic well-being.
TAKE AWAY
There are many reasons why people may not seem to believe they can or should develop their talent and potential at work. Understanding what underpins their view is essential. If a basic lack of confidence is the issue then help them build this first before encouraging them to be more ambitious. At the very least help them see that some development to keep ahead of the organisational changes will keep them employable and ensure they know you are always ready to talk should their perspective and aspirations change.