Too many bosses leave discussions about professional development to one or two occasions during the year, usually syncing them with the annual performance evaluations. Follow this formula and you’re doing your team members and your firm a tremendous disservice.
Rather than keeping professional development talk locked to the calendar, I’m a big fan of frequent “on the fly” conversations that directly support an individual’s developmental needs and goals. Frequent conversations keep the topic front and center and allow you to focus on providing active coaching that transcends a task orientation. And importantly, the regular development discourse helps build trust between you and your co-workers. After all, there’s no higher form of respect you can pay to someone in the workplace than helping them work towards achieving their career aspirations.
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