Five Steps to Develop Direct Reports
Sean Wilson, Ed.D.
I help business owners and executives save time and money on manual labor by automating repetitive processes in accounts payable, payroll, human resources, and day-to-day operations. ??
Justin Wise, an author and speaker on leadership and personal development, emphasizes the importance of direct reports’ individual and team success. He says that “developing direct reports is essential for leaders who want to create high-performing teams…Leaders can increase engagement and productivity by helping staff members grow their skills.”
Dr. Brene Brown, researcher and author on leadership and vulnerability, stresses the importance of leaders developing their teams. She states, “Leadership is not about being in charge. It’s about caring for those in your charge.”
Noting the input from these experts, here are five (5) actionable steps I believe leaders may take in developing their direct reports’ talents and skills.
A.???Identify strengths and weaknesses: schedule a meeting with your staff member about their strengths and areas of challenge. Use this information to guide your efforts.
B.????Create a development goal: work with your staff member to set specific, measurable, achievable, relevant, and time-bound (SMART) goals.
C.????Provide resources and training: help your team member gain access to formal training programs, conferences, books, online courses, and on-the-job training opportunities.
D.???Provide coaching and feedback: Offer regular, constructive feedback and coaching that helps your staff members grow and learn.
E.????Celebrate success: acknowledge the work and progress made towards the development goal. Celebrate success, showing that you value your staff member’s growth and are invested in their future success.
By taking the steps above, I believe that leaders can create an environment where direct reports are engaged and motivated to improve their skills, thus contributing to the team’s success.?