How to Assess, Guide, Mentor Your Team

This leadership stat really hit me:

71% of employees who believe that their boss can identify their
abilities are more engaged & enthusiastic at work.

When we think of employee development, we typically think:

❇︎ Training
❇︎ Certifications
❇︎ Providing feedback
❇︎ Even performance reviews

But we’ve already started in the wrong place. ❌

You have to pick the destination before you map out your drive.
↳ & figure out what to pack for the journey. 🧳

Here’s what to do instead:

1️⃣ Choose the skills / abilities you want your team to possess
2️⃣ Define what “good” (a strength) & “bad” (a deficiency) looks like
3️⃣ Compare “good” to how they perform now
4️⃣ Partner with them to create a development plan to get them to “good”
5️⃣ If possible, pair strength/opportunity opposites for peer learning
6️⃣ Plan to address deficiencies, if they arise (performance management)

#6 snuck in there on us, didn’t it?!

Part of being an effective leader is holding your team accountable.
Without accountability, you’re compromising your culture.

Lucky for you, this cheat sheet shows you the relationship between
employee development & performance management. 🪢

Use this cheat sheet as a guide to assess your team, identify mentor opportunities, & know when they need your help getting back on track.


“Compassionate accountability means treating people
as valuable, capable, & responsible.”
– Nate Regier