Create a Development-Rich Zone

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Today's guest post comes to us from Jaime at Fierce, Inc. We are thrilled to welcome Fierce to Vancouver for Leaders Forum 2012, being held October 18 at the SFU Segal Graduate School. Stay tuned for more information. We'll let you know as soon as tickets are on sale.


“Employees aren’t interested in being treated as cogs in the machine. Employees want to have their hands on the steering wheel and have a clear understanding of their role in the big picture.” -Fierce CEO, Halley Bock

We’ve all heard the horror stories. The tales of employees who go to work each day, who log their time, keep their heads down, and are expected to be happy because at least they have a job.

I wish I could say that this scenario is something that is in the past. Unfortunately, even today, there are still leaders who choose to run their organizations based on this archaic leadership mindset.

In our most recent Fierce white paper, What Employees Really Think About Best Practices: Survey Uncovers 3 Things Employees Crave, we discovered that nearly 50% of those surveyed identified the most beneficial practices as ones that encourage accountability, development, and individual empowerment within the organization.

What does this mean for you as a leader?

If you are willing to create a culture that is centered on the development of your employees, your employees will rise to the occasion. Feedback, recognition and collaboration are major components in helping shift your culture away from a faceless, nameless employee mentality.

Leadership can utilize these components to build a development-rich zone by providing the opportunity for individuals to have conversations focusing on where and how they would like to grow within the company.

Leaders who have regular conversations with their direct reports and encourage them to take ownership in their own development can help retain top performing employees, and not miss out on chances to promote internally and match individuals’ interests with needs of the organization.

As a leader, are you having these conversations? How do you create a development-rich zone?


Special thanks to Fierce, Inc. for permission to share. Read the original post and more Fierce Conversations, on their blog.

About the Author

After moving to Vancouver in 2012, Jenn joined Vantage Point as Customer Relations Specialist and has since moved into a shared services role as Vantage Point Online Content Specialist and lead of Corporate Social Responsibility at SAP Vancouver. Jenn is responsible for various communications...
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