As leaders, we often hear that every employee needs and wants development.

But here’s the truth:

Not all employees crave or need development. Not everyone wants to grow! Some are already doing great. Others just want to clock in and get their paycheck. Many leaders think they can help all their employees improve, but it’s a lot harder than it sounds and many struggle to make it happen.

Here are 5 tips to help leaders better develop their teams:

1. Trust Your First Impression

“When someone shows you who they are, believe them the first time.” – Maya Angelou Preach it! Leaders often try to change adult employees. The truth is, adult behaviors are mostly set. If an employee shows they don’t want to work, believe it. Building strong relationships means focusing on people who are worth your time.

2. Change Comes from Within

People only change behaviors they want to change, and even then, it’s tough. Reflect on personal experiences: Early in my career, my ‘passion’ was actually a career derailer. Recognizing and changing this took a lot of effort. Some employees may never see this about themselves.

3. Invest Wisely

Don’t invest more in an employee than they’re willing to invest in themselves. We want our team members to do well, but they need to be committed too. We can pay for training, but employees need to show they care by fully participating.

4. Address the Mindset

Often, it’s not the situation that frustrates us, but the mindset behind it. As a leader, communicate why a situation matters. Tell the full story. Seeing things from your employees’ point of view helps you solve problems together. If you don’t do this, it can lead to misunderstandings and bad results.

5. Show Your Disappointment

Disappointment can help people grow. Leaders should be strong, but showing disappointment with determination can make us seem more human and build trust. The best leaders show that setbacks are temporary and can be overcome, helping to build a strong team spirit.

Keep your eyes open, leaders!

Being a leader means having both successes and failures in developing employees. Celebrate the successes and learn from the failures. Embrace the process and keep working to build a stronger, better team.