Developing Your Team: Three Types of People (And Why You’re The Problem)

You wish your team would accept greater responsibility. Why don’t they seize the moment and just do it?

It’s a common thread for me and the people I hang out with. Why don’t more seemingly talented individuals seek to do more on their own? Why don’t they chase their own development?  Why don’t they seek more responsibility?

Dirty secret #1: The world is made of of three types of people:

1. The people who want more and work on their own to get it (You know who these people are).

2. The people who think that sounds like a lot of effort, and just want to clock in and clock out.

3. The people who want more, but don’t know what to do or what you expect as a boss… or how to get from point A to point B.

Dirty secret #2: The people who want to clock in/out and the people who want more but aren’t sure how to get there (#2 and #3 above) look the same.  If you do nothing more as a manager but to force them to choose whether they want to do more in their role and work on their knowledge, skills and abilities, the problem is you.

Developing employees takes two things. You and your time. If you don’t spend the time and get involved, the talent in buckets #2 and #3 merge into a pool of seemingly unmotivated, do-the-minimum employees.

As a result, you whine and B#@# a lot as a manager. But the problem is you. If you don’t engage the entire pool (#2 and #3) from a developmental perspective, nothing happens.

It’s up to you.

FOT Background Check

Kris Dunn
 Kris Dunn is Chief Human Resources Officer at Kinetix and a blogger at The HR Capitalist and the Founder and Executive Editor of Fistful of Talent. That makes him a career VP of HR, a blogger, a dad and a hoops junkie, the order of which changes based on his mood. Tweet him @kris_dunn. Oh, and in case you hadn't heard the good word, he's also jumped into the RPO game as part owner of a rising shop out of ATL, Kinetix. Not your mama's recruiting process outsourcing, that's for sure... check 'em out.


  1. Llano says:

    Hi, Kris. Thanks for your column. I want your take from the managed’s perspective. Based on your experience, what typically happens to group one in an organization where the manager behaves as you describe? Many thanks!

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