I’m a big fan of the leadership definition: “While the job of a manager is to get work done through people, the job of a leader is to develop people through work.” What this means is that as a leader, one of the most critical roles you have is to coach and develop your talent.
To do this well you must know and understand the people that work with you — especially those reporting to you. A good test for ho well you know the development needs of your team can be found in the answers to the following critical leadership questions:
- Future — This is the, what do you want to be when you grow up question. Do you know where people want to go in their careers, their aspirations, short and long term goals, what’s important to them, etc.?
- Current state — What are their current strengths and weaknesses?
- Development Gaps — What are the crucial gaps between where they are now and we’re they want to be? What key skills, experiences, mindset do they need to nurture, and develop to keep them in their path of growth?
- Action — Do you and your team members have a plan for how they will gain the necessary skills, experience, and mindset to grow, develop, an progress on their career?
If you cannot answer YES to each of these questions then you have an opportunity for a conversation with members of your team. As you can see, the value in these questions is not just in the answers but in the conversations you have about these questions.
Inciting Leaders 