Leading through development -(Misconceptions in developing others)

As we discussed the importance of developing others for both personal and organizational success, some misconceptions and barriers that prevent some people from spending time on developing others. As an exception, some people are very passionate about genuinely developing others. If we bring clarity on the misconceptions and the barriers, that will change the way they look at the development process.

As I came across some of the phrases, people use regarding development, and I consider those statements as misconceptions and barriers. Unless we change those mindsets underlying those statements, externally, we may not spend quality time on development.

“People are educated and experienced enough to do the job; that is why they are hired.”
“ People development has to be done by HR functions.”
“ I do not have time for development; I have my work to do.”
“ People are not picking up; they are not interested.”
 
Let us discuss each of the statements

“People are educated and experienced enough to do the job; that is why they are hired.”
 
In today’s given complexity of work, changes in business assumptions, challenges on planning and execution, outgrowing technologies on both personal and business processes, not all the people are equipped to that environment even though qualified. People need guidance, perspectives, motivation, push from the immediate supervisors/managers to unlearn, learn, experiment, experience and deliver the results.

For example, most of the people are aware and qualified in modern problem-solving methodologies, tools, and techniques. Still, the organization suffers from the solutions approach or converging to solutions on implementation. This situation calls for experience, insights on using different methodologies, tools, and techniques. If the team is not helped by seniors to look at the insight of the data and guided to arrive solutions, then, the team is regarded as not equipped enough on problem-solving.

Hence, as an experienced or senior person, your time on development becomes essential even though the team is formally qualified and experienced in a different environment.

Let us discuss other misconceptions next week!