Development Summary

• Make it a point to know the career goals and aspirations of others. Help plan the development needed to achieve the goal.
• Be patient with mistakes. Make sure you fully understand all the circumstances. Turn the error into a learning experience.
• Teach skills in chronological, incremental steps. Adjust the pace to fit the individual.
• Ask others how you can assist in their professional development.

• Delegate challenging tasks or give targeted assignments to help others develop their potential.
• Provide as many opportunities as possible for people to learn different aspects of the business
• Keep your eye on the company's needs, as well as on personal development needs, when planninglearning activities. What benefits the company will also benefit the individual.
• Look for training opportunities that will allow others to build on their existing talents and experience.
• Share books, tapes, journal articles, newsletters and conference notes that might prove helpful to aperson working on a particular skill.

• Make sure that appraisals are constructive. Approach them as the starting point for making positivechanges.
• When people are not performing up to expectations, promptly and frankly discuss the situation withthem. Use tact. Listen. Help them identify ways to improve.
• Criticise performance, not the person.
• Express confidence in a person's ability to improve performance.
• Be generous in giving positive feedback. Make it as specific as possible.
• Schedule regular performance reviews. People need timely feedback on both skills needingattention and skills showing improvement. Also, schedule regular follow-up meetings.

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