From People to Profits-Part-2 A Simple 11-Step Guide to Developing Your Team

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% of a quarterly KPI. What gets measured gets done.

10. Do an interim study to measure people development.
Halfway through the process, check in. Use mini-assessments, feedback forms, or practical tests. Early measurement allows you to correct course before it’s too late.

11. Finally, check whether people development has met the business objective.
At the end, ask: Did this actually improve results? Higher sales, fewer errors, better retention, or faster innovation are signs of success. If not, revisit your earlier steps.

When we commit to this 11-step process, we build an organisation that truly puts people first. In doing so, we don’t just develop individuals—we create a professional, psychologically safe environment where everyone can thrive.

M.L.Narendra Kumar

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