The clamour to develop and realise people's potential is always a topic of conversation when I'm travelling around the region.

Whether it is a part of a nationalisation initiative here in the region or indeed how to get work colleagues to learn and grow by getting the most out of expatriates working here in the Gulf, the emphasis is always about rapidly developing someone's talent so that they can deliver business results as soon as possible.

Sounds easy but as we all know it takes care, attention, time and focus to realise anyone's potential to operate at a level higher than the one that they are currently working at.

There are no ‘quick wins' but there are some elements that can help the process.

Self belief: Firstly it is important for the individual you are working with or focusing upon to recognise for themselves that they do have potential and what that potential may look like for them.

The key is to help an individual focus on a goal, even if you don't necessarily agree with that goal, and help them fulfil the opportunity.

Potential cannot be realised without passion; if individuals don't have a passion for the future that they see, they are much less likely to get there.

Individual's focus: If you are helping people reach their potential, help them discover their agenda and goals.

This is not a platform for you to exert your influence based on your belief in them or your vision for them as any development process has to be about them, and not our best judgment, our agenda or our vision for them.

Insight: As someone who tries to realise potential in others, the leader's role is to draw the answers and solutions from others rather than just share our experience and advice.

Developers of people are always better when they ask questions and listen rather than talk. Good listeners are hard to find but when you find one that is why they are so insightful.

Personal Goals: Everyone always says ‘set personal goals' and we all know that there is value in setting targets as it provides that focus.

The developer of people needs to guide and encourage people to set them not as a process that has to be done but as a means to understand their current situation and capabilities and then set goals that will stretch them from their current reality towards their future potential.

Opportunities: As a part of the goal setting process, people should begin to identify some options to help them reach those goals.

Here is where you can begin to provide more direct advice about possible approaches they can use or maybe some specific training or learning experiences that will help them.

Support: If we want to help people reach their potential, we know that they will need support and this needs to extend to encouragement, advice and feedback.

Being able to make mistakes and learn from them is crucial and that ‘fear of failure' needs to be removed from any individuals mind if you are trying to stretch them and their capabilities.

Role model: To help others reach their potential the most important thing you can do is to also be on that same learning journey as well; try to demonstrate the behaviours you are encouraging in them and have your own development goals.

You will have much greater influence and much more success in developing others if you are serious about developing yourself first.

 

The writer is Consulting Director of Kenexa EMEA and Director of Kenexa HR Institute.