Give support

In addition to having developmental conversations, support your employee in practical matters. This may include approving or advocating for funding for a professional development activity or allowing for time away from work by arranging temporary coverage of their work. Help your employee dedicate time and energy to development.

Conversations in this stage will likely focus on encouragement, accountability, and problem solving. You have already established a safe, trusting environment for conversation. Serve as a mirror for your employee as they work on development; it can be more effective than directing how they handle it.

Celebrate successes and reflect on activities that may not be going as planned. As your employee develops new knowledge, skills, and abilities, challenge them to take risks and pursue work outside their comfort zone.

Support model for learning experiences

Below is an infographic from the Center for Creative Leadership (see full presentation in the resources below). The infographic demonstrates the anatomy of a learning experience. It can help you identify the points at which you can provide your employee support.

An employee's performance often levels off without new learning. With new learning, performance may decrease for a time as they sort out the information; this can at times be stressful. Then there is a period of recovery and eventual performance increase as they take advantage of the new learning.

Center for Creative Leadership support model flowchart image

You can provide support through the different stages. Ask yourself:

  • How are you identifying employees that are in the comfort zone?
  • How are you supporting them when they're going against the grain?
  • How are you affirming them when their performance begins to recover?

Image Source: Center for Creative Leadership

Discussion prompts

  • What do you need from me to help you be accountable for your goal?
  • How has it been going with _____?
  • What are you learning through this development activity? By helping with this project?
  • What isn't going so well with _____? Why?
  • What is energizing or frustrating about this opportunity?
  • Are there roadblocks to your success that I can help with?
  • Have you read anything interesting lately?
  • Have there been any initiatives recently that you would have liked to make contributions?
  • What knowledge, skills, or abilities (KSAs) do you have now that would have helped you in the past?
  • How will you apply these KSAs in the future?

Scan for opportunities

For your employees who have set goals and desire development opportunities, scan your environment for opportunities that relate to their interests. Remember, you may be the only one with whom your employee has discussed their IDP or other goals.

  • If you hear about a new project kicking off that relates to your employee's development, perhaps your employee would benefit from joining the team.
  • Share articles you find that might help them learn more about their skills.
  • Encourage them to find and share information and resources related to their interests, or suggest they make a presentation to share with their peers.

Development can be creative and does not need to be costly.

Resources