Do you have an ambitious go-getter on your team? They can be great assets with their drive, innovative ideas and big goals. Their willingness to go above and beyond can also inspire their co-workers to elevate their own performance.
While leading eager-to-excel employees can be rewarding, Ben Brearley, a certified leadership coach, says it also presents some unique challenges. When ambitious team members want to progress quickly, you’ll need to help them develop a plan and identify what they need to do to achieve their goals. How can you keep them realistic without stifling their initiative? We dive into Brearley’s guidance in this issue of PromoPro Daily.
Be honest with them. According to Brearley, this means being honest about how long it might take to progress their career as well as the skills and experience that’s required to get to where they want to go. If you sugarcoat things, you’re not doing your employees any favors.
Hold them accountable. Give them opportunities and support them, but make sure they’re putting in the work. Brearley says they should take ownership of the quality of their work and how it impacts the team.
Stay true to your word. If you say you’ll provide opportunities or bigger projects for your ambitious employee, you should deliver on your promise. Otherwise, Brearley says trust will be broken. The employee will know that even if they work hard and get great results, they likely won’t be able to progress.
Explain the gap between the present and future. Your ambitious employees probably want to move up in the promo world quickly. As a leader, you can help raise their awareness of what it takes to get to where they aspire to go. Brearley recommends doing a gap analysis, which involves comparing where they are now to where they want to be. Then, develop a plan of role progressions that could lead to their desired role.
Connect them with a mentor. Is there a promo pro who could be a great source of advice for your ambitious employee? Introduce them. Brearley says this helps provide multiple perspectives instead of just your own.
Don’t tell them to be patient. That’s the last thing an ambitious employee wants to hear. Instead, Brearley advises helping them see what it will take to advance to the next level. They can decide whether they’re being realistic or not.
Give regular feedback. This helps ensure your team member is on the right track. It also allows you to call attention to any areas or skills you feel your staff member should work on developing. Brearley says the feedback should include aspects of performance and behavior.
It’s great to have some fired-up go-getters on your team. You can help them get to where they want to go in the promo industry by being honest with them, holding them accountable and providing regular feedback.
Compiled by Audrey Sellers
Source: Ben Brearley, MBA is an experienced consultant and certified leadership coach who’s passionate about developing thoughtful and effective leaders.
