Beyond the Promotion: Better Development Conversations
If you've ever led a team, chances are you've encountered this: you ask about a team member's development goals and receive a concise, yet loaded response - "I want to get promoted."
These 5 words can cause a record-scratch moment in the conversation.
While ambition is great, the harsh truth is that promotions can't be handed out to everyone all the time.
Such a narrow focus can easily sidetrack a development conversation. But, as managers we are in a unique position to broaden our team members’ perspectives on development, steer them toward real growth, and prepare them for when the opportunity to advance does come up.
With the year-end cycle behind us, it's the perfect time to beef up our approach to development, especially when the discussion seems to be heading towards a "promotion or bust" dead-end.
Here are 9 questions you can ask when you hit a snag in your development convos.
1. Elevate The Perspective
Leadership isn't just about climbing the ladder; it's about mindset and approach, ask:
If you were in charge, what would be your priorities for our team or department next year? This question not only encourages strategic thinking but also offers insights into what they value. As a manager, aligning part of their responsibilities with these interests can boost engagement.
How are you mentoring or supporting others' growth? Leadership is as much about fostering others' development as it is about your own. Exploring ways to enhance their impact—regardless of their title—can lead to personal and team growth.
What's on your learning agenda this year? Encouraging your team to have a learning plan and offering support as a manager can significantly contribute to their professional development.
2. Clarify Their Career Vision
Understanding your team members' ultimate career aspirations can guide you in creating opportunities for them today:
What does significant success look like for you in the future? This question helps clarify what drives them and what kind of impact they aim to make.
What's your dream job beyond the next few roles? Facilitating connections with mentors or professionals in their dream role can offer growth and inspiration.
Beyond the title, what's motivating your desire for promotion? Understanding their motivation—whether it's recognition, financial rewards, or something else—can help you tailor development opportunities.
3. Leverage Their Strengths
Making the most of today's role involves tapping into each team member's unique strengths and ensuring they're both challenged and learning:
When do you find yourself completely absorbed in your work? Identifying tasks that induce a 'flow' state can help realign their responsibilities to be more fulfilling.
Do you have 'superpowers' that you're not utilizing in your current role? Recognizing and incorporating these unique skills can allow team members to truly shine.
What's a milestone you're aiming to achieve before moving on? Setting clear goals within the current role can provide a sense of accomplishment and readiness for future challenges.
By moving beyond the narrow focus on promotions, we can have better conversations about individual development. Try a few of these questions the next time you get stuck in the record-scratch moment!