Individualize Your Approach

It’s safe to say that people are completely different in every aspect of who they are. Talents, skills, personality, and work ethic are just some of the differing factors that managers face daily when trying to develop their team.

So if everyone is different, why are we approaching our people development with the same tactics across the board?

Your people have different needs, and some need more development in other areas than their co-workers. It’s not a one-size-fits-all situation.

Let’s break the collective model and base our training off of an individualized approach. We may think it is more consistent, but in reality, we lose more progress than we gain when we throw everyone into the same development program.

Where do we even begin when it comes to individualizing our approach?

  1. Create a new vision for how you will develop your team.
  2. Meet with each of your team members separately to go over the areas they want to grow in and areas you’d like to see them develop.
  3. Learn from a different, already established model—do your research on how others are accomplishing this around you and grab extra resources to build your knowledge.
  4. Focus on the set outcomes and goals. Every team member is counting on you to pull through for them and really stick to your word—don’t let the ball drop on this one.

Developing your people is developing your company—it may take a while to see results, but if you follow through with the new changes and personal growth, the progress will be substantial on all accounts.

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Denis Coleman

Denis Coleman is the founder and CEO of Work Compass, a cloud staff performance collaboration software platform that helps teams align their efforts with strategic goals and continuously improve performance. Frustrated with the disconnect between strategy setting and day to day execution and the lack of tools available to managers to help them be great at their most important function …. Aligning their teams activities with strategic goals and actively managing for high performance Denis spent over 5 years researching strategy execution and performance management practices before founding Work Compass to create a software solution. Denis has held senior roles in Ireland, Czech Republic and North America with high performing electronics manufacturing and professional services organisations for more than 12 years. Denis has worked as Finance Director responsible for €800 million in annual revenues for Flextronics International, Key Account Manager responsible for annual revenues of more than €600 million for Dovatron International and Management Consultant for BDO one of Europe’s most successful professional services providers.



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