He also offers good reasons why it should be one of our priorities:
- Helps you get the job done. Do you have the right skills and knowledge in your group? If you don't, how will you get it - especially if you cannot hire? If you do, how can you keep it up and adapt over time? When you connect development goals to the work that needs to be done, you and the organization will perform better.
- Gives you ready replacements. Are you prepared for turnover in key positions? Minimize the negative impact caused by loss of key employees by creating a cadre of skilled people ready to take on new roles or additional responsibilities.
- Builds people skills. When your team or staff is responsible for dealing with people effectively, building leadership capacity is key. Understanding and developing the interpersonal and relationship skills that allow them to be effective leaders is part of your job.
- Helps you keep current. Developing yourself is not a luxury either. You and your staff need to be able to learn and adapt to change. By clarifying needs, expectations and goals with your staff, you'll gain insight into your own development opportunities and challenges. You may also gain more knowledge about the skills and competencies needed in other parts of the organization and for your future growth as well.
- Demonstrates your own ability to lead. Your reputation as an effective leader can only be enhanced when you are seen as someone who invests in developing others.
I also think that the ability to develop continuity, adherence to the vision, reducing learning curves, the ability to retain staff, reducing churn, saving time and avoiding unnecessary costs are also important reasons for us to keep it on our radar screens.
Have I missed anything?
