Now that you’ve assembled the right team, you need to devise a strategy to ensure the group excels and your project shines. As a leader of people, one of your key roles will be to ensure that your staff continues to grow their skills from a technical, business and interpersonal perspective. Throughout the second installment of this blog series, we will look at the motivating factors for staff development and discuss ways to achieve these objectives.
One of the key things I hear when interviewing potential new hires is the desire to learn more and discover greater challenges. This should come as no surprise – it is a basic human need as referenced in Maslow’s Hierarchy (self-actualization). It is also an essential component of today’s knowledge worker. All things remaining equal, if an individual feels that they can expand their skills in a new position, this is viewed as adding to their toolbox and in turn makes them deserving of higher compensation as they advance in their career path.
When each team member feels empowered and believes they are contributing from a place of strength and knowledge, the entire team benefits. When the team displays a solid foundation to your customers, the customer feels a sense of cohesiveness that helps establish a trust. The benefits to the team trickle down to each individual and this becomes a positive, cyclical trend.
The benefits to you as a leader from having a well-trained team are unparalleled. You develop many more team members who can take on tasks and provide leadership in their own right for different tasks. This frees you up to focus more on working towards staff and team development because you are not bogged down by the semantics of performance.
Training your staff properly is also an essential key to succession planning. As a leader, you want to be able to grow and develop your second team, in order for you to take on even greater challenges yourself.
Want more? Check out Michelle's entire series below...
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