What do you do if your team's adaptability is hindering their career growth?

More often than not, it is the lack of internal motivation that prevents the employee to go for that extra step & proactively approach to a task. This lack of motivation in turn can be due to limited perception of growth in the current job, extra comfort levels in the present role, or even due to ill relationship with the higher ups. This needs to be categorically assessed by the team leader to proceed for corrective action. As additional responsibilities may be given for those who are in extra comfort zone, individual aspirations or goals can be aligned with team objectives and role rotation can be done for the betterment of both the employee & the organisation.

Offer tailored training programs and resources to address specific skill gaps identified during the assessment phase. Whether through workshops, seminars, or online courses, investing in targeted training equips leaders with the knowledge needed to overcome professional challenges and excel in their roles.

Es crucial comprender la premisa de este punto. Es común encontrar individuos deseosos de crecer y asumir nuevas responsabilidades dentro de la organización, pero ¿qué sucede cuando no desean hacerlo? Recientemente, me encontré con un caso así en uno de mis equipos. Se le ofreció a un miembro la oportunidad de ascender a un puesto con mayor responsabilidad y un aumento salarial significativo, sin embargo, su respuesta fue un rotundo "no". Al indagar sobre su decisión, explicó que no encajaba en sus objetivos personales enfrentar ese tipo de desafíos. Aunque fue una situación reveladora, el colaborador continuó desempeñando sus tareas con excelencia, lo que me permitió comprender mejor la diversidad de pensamientos en el entorno laboral.

Start by understanding the individual needs of your team members. Identify the areas where they are struggling and the skills they need to improve. This will help you tailor your approach to their specific needs.

Using the right person for the right job is the key to enhancing productivity and adaptability in any team. Other than that, don't apply too many changes at once. Some managers are over-enthusiastic, and while only focusing on innovation, creativity, and adaptability, they forget the basic human nature pertaining to resistance to change. Change management can only be done when you leave the room for people to accept it gradually. keeping all these factors in consideration can help a leader increase adaptability or to say the least assess the underlying issues hindering team's performance.

Empower leaders to take ownership of their professional development journey by actively involving them in the goal-setting process. Encourage autonomy and self-direction, allowing them to take proactive steps to achieve their objectives.

Setting clear, achievable goals can help your team focus on their growth. Make sure these goals are aligned with their career aspirations and provide a roadmap for their development.

In my experience, when a team's adaptability hinders career growth, strategic goal setting becomes paramount. After identifying team needs, collaboratively set clear, achievable goals. For instance, in my previous role, a team member lacked confidence in taking on leadership roles. Together, we set a goal for them to lead a high-profile project. This not only challenged their adaptability but also propelled their career forward. Goals should be measurable, tied to personal development, and team success, providing a roadmap for progress. Regular check-ins ensure relevance and motivation. By embracing strategic goal setting, we empower our teams to overcome adaptability hurdles and achieve their full potential.

Providing clear career development paths can help team members understand how their current roles and responsibilities fit into their long-term career goals. This can motivate them to focus on developing their expertise in a particular area, rather than constantly adapting to new tasks and projects.

Encourage cross-functional collaboration by organizing inter-departmental projects or task forces. This exposes team members to diverse perspectives and fosters teamwork skills.

Encourage your team to step out of their comfort zone by assigning tasks that push their boundaries. This can stimulate learning and growth, and help them adapt to new situations.

I've learned that creating challenges is key. Take, for example, a team member hesitant to embrace leadership roles. I tasked them with spearheading a vital project. Despite initial doubts, they flourished, gaining confidence and leadership skills. Purposeful challenges stretch comfort zones, fostering new skills and competencies. Assigning new projects, rotating roles, or encouraging project leadership are effective methods. These challenges not only drive individual growth but also foster team innovation. Approach challenge creation with empathy and tailor them to individuals. Provide ongoing support and feedback throughout. By embracing purposeful challenges, we empower our teams to overcome obstacles and reach new heights of success.

If the issue is a lack of specialization, consider encouraging team members to focus on specific areas within AI and ethics. This could involve additional training, mentoring, or opportunities to work on specific projects. Specialization can help team members develop a deeper understanding of their chosen area, which can enhance their career prospects.

Talleres y Cursos: Anima a tu equipo a asistir a talleres y cursos relevantes para su área de trabajo. Esto les permitirá adquirir nuevos conocimientos y habilidades. Certificaciones: Fomenta la obtención de certificaciones profesionales. Estas acreditan las habilidades y conocimientos de tus colaboradores y pueden ser un gran impulso para su carrera. Recursos y Tiempo: Proporciona los recursos necesarios, como acceso a plataformas de aprendizaje en línea o presupuesto para cursos. Además, asegúrate de que tengan tiempo para dedicarse al aprendizaje sin afectar sus responsabilidades diarias.

Promote a culture of continuous learning. Provide resources for self-improvement and encourage your team to take up courses or training that can enhance their skills.

I strive to cultivate a growth mindset, thereby focusing on redirecting the elements that hinder growth. Establishing clear expectations while also expediting and acknowledging accomplishments. And of course, reinforcing continuous learning, which can take place through formal channels or even in the day-to-day work environment.

They’ll never know until you say it to them, but we have to keep the feedback appropriately. Try the sandwich method, which is the positive-negative-positive approach. Try not to sound pessimistic or judgemental, but you have to be clear that your goal is to help them because you want them to achieve their goals. You have to have regular progress checkpoints as well to see if the person is improving and to guide them as well. It is a continuous process but would greatly help our personnel long-term.

Regular, constructive feedback is crucial for growth. Highlight their strengths and areas of improvement, and guide them on how they can improve.

Pair your team members with mentors who can guide them in their career growth. A good mentor can provide valuable insights, advice, and support.

Create an open check platform of discussion intimately for them in a conducive atmosphere and interesting environment but focused circle . Most times,they desire and deserve to be heard too, especially when they have personal goals to pursue. Let them deliberately do that for a while then bring you feedback. Assess and evaluate together the plan your way through and forward.

Remember that everyone’s pace of growth is different. Be patient and supportive, and celebrate small victories along the way. Also, ensure a healthy work environment that promotes collaboration and respect.