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.
Kris Dunn is a Partner and CHRO at Kinetix, a national RPO firm for growth companies headquartered in Atlanta. He’s also the founder Fistful of Talent (founded in 2008) and The HR Capitalist (2007) – and has written over 70 feature columns at Workforce Management magazine. Prior to his investment at Kinetix, Kris served in HR leadership roles at DAXKO, Charter and Cingular. In his spare time, KD hits the road as a speaker and gives the world what it needs – pop culture references linked to Human Capital street smarts.