Here you’ll find content you can use to help managers do the critical work of developing their high-potential team members — potentially increasing engagement, as well as the success rate of promotions.
Our Developing Your Team Microcourse and Microlearning Resources
This topic encourages managers to take an active role in their direct reports’ development. Articles include:
- 11 ways to help direct reports succeed in their careers. No matter how much talent someone may have, he or she will likely struggle without a direct manager’s support. So what exactly can managers do? This article provides 11 specific suggestions.
- A direct report wants a promotion but isn’t ready. Without a manager’s clear-headed guidance and action, high-potential employees may become discouraged in this common scenario — or a manager may promote the wrong person.
- A direct report doesn’t see a career path here. Your managers can help high-potential employees struggling to see where their skills might be best applied in your organization.
- A direct report wants to move to another team. Managers who recognize this can be beneficial can play a large role in keeping high-potential employees at your organization.
- Tool: Skill-building for the future (for direct reports). Managers can ask each high-potential direct report to complete this worksheet — or fill it out with them. It’s a great way to get concrete about next steps.
Raise requests: 5 things your team is really asking for
High-potential employees are typically in high demand — a reality that can fuel raise requests. Are managers at your organization aware that such requests aren’t always financially motivated?
5 ways managers stunt growth and motivation — according to their direct reports
Managers are in the perfect position to help promising employees learn — especially if they avoid some of the common missteps our survey of 300+ direct reports unearthed.
Video: Helping a salesperson build skills
Experienced manager Grayson Morris shares a story about coaching a direct report so that she was better equipped to reach her potential.
Our Coaching Microcourse and Microlearning Resources
This topic helps managers master a component of their jobs that’s integral to helping high-potential team members build their skills. Articles include:
- Coaching, mentoring or training? Many managers don’t know the difference, or how to balance these skills effectively in interactions with their direct reports.
- How to coach someone. This article covers the basics of coaching, from setting a goal together to planning a way forward.
- 5 coaching questions you can ask direct reports to drive their development. Coaching can happen informally throughout the regular course of managers’ and direct reports’ days. You just have to know what to ask, and when to ask it.
- What if you’re struggling to coach an ambitious person? Many high-potential employees are ambitious, and managers who can’t keep up with them won’t be able to keep them around.
How to give reinforcing and redirecting feedback
Managers who don’t give their high-potential employees enough high-quality feedback — a crucial management skill outlined in these two articles — aren’t doing their part to build your organization’s bench strength.
High-potential employees won’t get the chance to push themselves if their managers are unsure when and how to delegate.
Remove a control or check-in for something a direct report has competence in
This is a simple but effective step managers can take to boost high-potential direct reports’ skills and confidence.
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