From People to Profits-Part-2 A Simple 11-Step Guide to Developing Your Team 6. Identify the right people to develop others. Not everyone is a natural mentor. Choose internal coaches, trainers, or external experts who have both subject knowledge and the ability to inspire. The right teacher makes all the difference. 7. Develop a framework for people development. Build a structured plan: what will be taught, how, by whom, and in what order. A framework prevents random, one-off training sessions and ensures consistent, measurable progress. 8. Fix the dates for people development activities. Schedule workshops, mentoring sessions, or e-learning deadlines well in advance. Put them on the company calendar. Without fixed dates, development always gets pushed aside by daily firefighting. 9. Make involvement compulsory and give it weightage in KPIs. If development is optional, it won’t happen. Tie participation and progress to performance goals—for example, 10–20% ...
From People to Profits-Part-1 A Simple 11-Step Guide to Developing Your Team Regardless of size, every company wants to grow its business. But here’s the truth: unless you develop your people, you cannot develop your business. People development, however, is a broad and often challenging subject. It’s not just about improving functional skills—it’s about overall well-being. This article breaks down how to develop people in a simple, practical way. The 11 Steps Explained 1. Define what “people development” means for your company’s unique needs. Every organisation is different. Start by clarifying your specific goals—do you need better leaders, more creative thinkers, or stronger collaborators? Without a custom definition, your efforts will lack direction. 2. Define the skills, knowledge, and behaviours required to develop people. Break down exactly what employees need to learn (knowledge), do (skills), and show (behaviours). This creates a clear roadmap for both...