In any organisation, the success of a team is driven by its people. Even the best teams have room to grow, because if your people aren’t developing, they risk becoming stagnant. Stagnation is as good as moving backwards, and no business can afford that. The key to fostering growth and change is understanding that it requires intentional investment, both of time and resources.
Often, organisations make the mistake of leaving growth to the individual. The assumption is that people will naturally develop over time, but that simply isn’t the case. To achieve real, sustainable growth, investment must come from leaders, managers, and the organisation as a whole.
Here are four options to consider if you’re serious about growing your people:
1. Training
Training is your first port of call if you’ve assessed your team and found that they lack the skills required to take them to the next level. But remember, it’s not just about technical skills. While technical proficiency is important, it’s often the mental, emotional, and social skills that genuinely impact performance. Training in these areas can unlock the potential for individual growth and, in turn, drive the team’s success.
2. Coaching
Once your people have the necessary skills, the next step is coaching, and I’m going to include providing regular feedback in this category. Effective coaching works only if the individual already has the foundational skills they need to progress. The problem often arises when individuals don’t have the requisite skills in the first place, making coaching much harder. Assess your people to determine whether coaching is the right approach, and ensure you’re investing in the right individuals for this method.
3. Mentoring
If your team members have the skills and aspirations to rise to leadership positions or replicate the success you’ve achieved, mentoring is a powerful option. Mentoring goes beyond technical or performance development—it’s about sharing your experiences, offering guidance on career growth, and preparing them for the next step in their journey. Mentoring nurtures leadership potential and builds a pipeline of future leaders for your organisation.
4. Moving Them On
Sometimes, growth isn’t about helping an individual develop further within your organisation. If you believe a person isn’t a good fit for the team or lacks the desire to take advantage of the growth opportunities you’re offering, it may be time to move them on. This isn’t about failure; it’s about making the tough decision to prioritise the team’s long-term success over individual circumstances. While it’s a difficult choice, it may be necessary to maintain a thriving, dynamic team.
The Myth of Natural Progression
Sadly, the fifth option—leaving people to naturally progress—is often over-relied upon. Some leaders assume that experience alone will drive growth, but without feedback, coaching, mentoring, or targeted skill development, experience can become a stagnant cycle. People need support to accelerate their growth, even those who are intrinsically motivated. Experience, on its own, won’t propel them to the next level.
Final Thoughts
As a manager or leader, it’s essential to take a step back and assess where your team is and where you want them to be. Growth doesn’t happen by chance, and it doesn’t happen naturally for most people. You need to invest in their development to see real progress. While it can be challenging to dedicate time and resources, it’s often far more cost-effective than bringing in new talent. After all, your existing team already knows the business and its culture. Nurture them, invest in their growth, and you’ll see the rewards unfold.
Ultimately, leaders must commit to creating an environment where people are given the tools, guidance, and support to grow. It’s not just about skills; it’s about creating a culture of continual development. If you want your people to change, improve, and grow, you need to be prepared to invest in their future.
