THE C-SUITE
by Anthony Lambatos Supercharge Professional Development with these Four Questions
Growth is a key driver for many employees, especially the generation currently entering the workforce. It is expected by top talent when they are looking for new opportunities and it is a major factor in the decision employees make to stay with a company. High achievers are continuously looking to grow. They want to enhance their skillset so they can take on more responsibility or find ways to improve their performance so they can reach new heights in their current position. The problem is that most managers struggle to effectively help their direct reports on this path. Here are four questions that managers should be able to answer when looking to help their team members grow. 1. What drives them? We often make the mistake of thinking everyone will be motivated by the same things. It’s important for leaders to take time to understand their employees as people. Get to know their background, their personal circumstances, their core values. Understand what precluded success in the past, how did they get there? The more you know about your people, the better position you are in to help them reach their goals. 2. Where do they want to go? Don’t assume that everyone wants to go where you want them to go. I’ve had team members at Footers Catering that have been in the same position for 20 years and found growth through the evolution of how they do their job; I’ve also had team members that have been promoted three times to higher level positions over the course of two years. Not everyone wants to manage other people or take on additional responsibility, but that doesn’t mean they don’t want to grow. When you understand where your team members want to go, you are better equipped as a leader to help them get there. 3. How do they like to learn? There is a wide variety of options when it comes to training and development. Some people learn by doing, others learn by watching. Some people like structure in their development, others prefer
more of a freelance go-at-their-own-pace approach. Knowing this will help you align resources and training with that person’s learning style. 4. What does support look like? As a manager it’s critically important to ask your team members the question, “How can I support you?” Do not confuse this with picking up the slack or taking over someone’s responsibilities. This is about how you can assist your people as they grow. Do they want weekly check-ins? Are they looking for advice and coaching from you? How do they want feedback delivered? Do they need introductions? Being able to cater your approach individually will help them reach a higher level of potential than a one-size-fits-all approach. Investing in the growth and development of your team members pays huge dividends. It decreases turnover, increases productivity, inspires innovation, boosts morale, and ultimately brings more value to the company. But before you begin, find out the answers to these four questions so you can maximize the investment of your money—and more importantly— your time!
Anthony Lambatos grew up in the catering business working for his father and founder of Footers Catering in Denver, CO. Anthony and his wife, April, purchased the business in 2010 and have successfully made the transition to a second-generation family business. They recently moved Footers Catering into a new facility that also houses their newest venture—an event center called
Social Capitol . Anthony is passionate about helping other companies create great places to work and inspiring people with heart leadership and does that through his sister company MIBE (acronym for make it better everyday).
FALL 2024 ■ CATERSOURCE
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