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People are in constant growth whether there is an admission of this and this is not the type of growth on which a process focuses but it always must be acknowledged where a person has grown. As a person in a position of supervision it is important to keep consistent observation of your team to be able to acknowledge their growth.
The type of people growth process you should be seeking to implement is one which identifies those who want to take up opportunities to know more and deliver more for your business. It is not always going to be every employee in every moment of time who is striving for new opportunity. You may find the many are content and do not look to pursue something new and this is a good position provided the person is contributing consistently at the desired (or above) level of performance for that role.
The are 2 key deliverables:
Individual Level. Your team members happiness in the business is a big contributor to retention of people and also how people talk to each other about what is happening in the business. People will tend to stay in a business that knows how to meet their needs.
Business Level. To continually grow your business either your people join in to spearhead the growth or you reach a point where you need to employ new team to meet the growth needs. The latter will be inevitable, but the former is a much more cost effective way to stay in growth and this raises a management of people need in your business. Perhaps you do not have that resource and this is also where we can help fill that gap for the smaller size businesses who cannot afford/justify a specific resource for people management.
We can do this with you following the process of growth to grow your team leaders into delivering great growth conversations.
We can do this for you by building rapport with your team leads and their teams and facilitating great growth conversations.
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Success made easy is following the momentum of those who are actively seeking grow, but they still need your input and support to keep them on track ensuring their growth meets their expectation and delivers the additional value and momentum to the business.
A quick review of the process of growth:
identify their needs
find the right way to meet their needs
schedule the opportunity with least disruption
ensure their are opportunities for the new skills/knowledge to be used in their role
as always with your people, keep conversations consistent and regular
Underpinning all of the above and what is promoted as the key to success is the way you use your language. Your words can as quickly excite a person and support them as they can give them doubt and feel like they have not been heard. Along with building a process that suits your needs and business our focus will be on developing how language is going to give you success.
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The following approaches (concepts) will assist any focus on growth and create success:
train - to assist a persons growth you may help them with technical (knowledge) training - "Passing on Knowledge"
coach - follow up their training, testing the new knowledge and how it will be implemented as part of their role - "Testing Knowledge"
mentor - - "Sharing Experience about Knowledge"
You could be called to use (or a combination) any one of these at any part through a growth process depending on your experience and what you are comfortable to offer.
RESOURCE: Here is an old article I wrote on the subject of Train, Coach, Mentor - CLICK HERE