Helping them get better.
WHY IT MATTERS TO YOU
People who are not developing leave, and those who stay stop improving.
WHAT DEVELOPMENT ACTUALLY REQUIRES
Work slightly beyond current ability Support while doing it Feedback afterwards
WHY WORK RATHER THAN TRAINING
Most capability comes from doing, not from courses.
WHAT COURSES PROVIDE
Foundations and vocabulary.
WHAT THEY DO NOT PROVIDE
Ability, without application.
WHAT TO DO
Assign work that stretches, deliberately.
WHAT TO ESTABLISH WITH EACH PERSON
What they want to be able to do What would help them get there What they are not interested in
WHY THAT LAST QUESTION
Assuming everyone wants promotion is a common error.
WHAT SOME PEOPLE WANT
Depth rather than advancement Stability rather than growth Different work rather than more responsibility
WHAT TO DO ABOUT THAT
Respect it.
WHAT TO PROVIDE
Opportunities, not obligations.
WHAT TO PROTECT
Time for development.
WHY
It is the first thing sacrificed to delivery pressure.
WHAT TO DO ABOUT SOMEONE READY FOR MORE THAN YOU CAN OFFER
Say so honestly, and help them.
WHY
They will leave regardless; how you handle it determines the relationship afterwards.
WHAT THAT PRODUCES
A reputation that makes hiring easier.
WHAT TO TRACK
Whether people are more capable than a year ago.
