If I Was Running A Company…Development

Last week, I mention about teaching where teachers can mold their students to find their comfort zone and do well in classes.  This week, we’re going to age quickly from the kids to the adults.

In these times, organizations must decide to go after the big hitters or develop within.  The most likely choice during these down times is to develop within and hopefully the organization can rise out of this recession.  However, they must think about this: Does it cost a lot to develop an employee or hire a new person who can make an immediate impact?  Looking at the paper, developing your employee is a likely choice, but it does not include the emotional and physical cost for the supervisor (or manager) and employee.  If you add that to the “cost,” it is a dead heat.

So, what is the best solution?  That depends on the supervisor and the developing employee.  This is a perfect time for the supervisor and the employee to discuss long-term plans and how to re-shape their organization.  The supervisor and employee must discuss their strengths and what areas they need to improve.  From there, the two have to decide can they cover each other tracks and do they have the time.  If either answer is no, then start searching for someone who can help, either in a consultant, part-time, temp, or possibly a full-time position if it’s that bad. 

However, if both say they can handle this, then there must be collaboration and trust for both the supervisor and the employee and be prepared for the long-term ramifications, either good or bad.  It can be bad if the organization sinks further, but if the organization can come out of this, it not only benefits the organization, but it raises the profile for both the supervisor and the employee. 

For the supervisor, they will have the trust from the organization that not only they know the organization from the inside-out, but can handle personalities and mold them into effective workers. For the developing employee, the possibilities are endless from better job opportunities, a promotion, or notoriety (speaking, training, etc.). 

Consider this recession as an opportunity to rise to the challenge and use it for your advantage.  Then again, from this article, HR (or some) have not step up to the plate yet.  This is going to be a long process, but by developing a trust, collaboration, and the willingness to take your organization out of quicksand, your organization can come out of this.  Just remember, it is up to you (supervisor or employee) to do it, not the outside the forces.

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