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Actionable Ways to Invest in the Development of Your Team Without Offering Them a Management Position
The traditional story goes that career success comes from climbing the ladder to higher and higher management positions.
But, not just anybody can be a great manager.
And truth be told, not everyone wants to be a manager.
Today individuals want careers that are customized to their life experience.
For instance, Bruce might be starting a new family and doesn’t want the extra stress of a management position to impede his personal life until he’s settled in.
Meanwhile, Mariane might be looking to find career success early and life and defines management positions as milestones in her career.
Ultimately you’ll find that not all of your team members are meant to be promoted into management positions, which is perfectly normal.
There are specific characteristics that identify individuals as having the potential for great management.
Your company must treat management roles as unique and a position that requires a specific skill set.
While some team members will have what it takes to take on management responsibilities, some employees will be better suited for other senior roles within your company.
An organization must be open to allowing employees to develop in their careers beyond management positions for both the good of the employees and the company.
This article shows you how your company can develop its employees without offering them management positions.
☑️ First, you’ll learn what employee development really is.
☑️ Next, I’ll introduce the three elements of career growth your company should focus on.
☑️ Then, I walk you through a career development plan for your employees.
☑️ Finally, you’ll understand how to develop your employees beyond management positions.
An organization must be open to allowing employees to develop in their careers beyond management positions for both the good of the employees and the company.
Table of Contents:
Now that you have mastered how to manage conflict - what is your plan of action for making an impact with your team?
Now that you have mastered how to create an environment of empowerment via the 3-P's - what is your plan of action for making an impact with your team?
Developing Your Communication, Empathy and Emotional Intelligence skills is start. What is your plan of action for implementing your learnings within your your team?
Now that you understand the differences in these titles - what is your plan of action for what you learned?
Assessing your team's behaviors is a start - but do you have a plan of action for the results?
Now that you have mastered the art of decision making - what is your plan of action for making an impact with your team?
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A DISC Behavior Assessment is the best way to understand your team's personalities.
Each DISC Assessment includes a Self Assessment and DISC Style evaluation worksheet
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