Grow Your People,
or Watch Them Go
There’s a question in Gallup’s engagement index that always gives me pause: Is there someone at work who encourages your development?
It doesn’t ask whether you’re enrolled in a certification program. It doesn’t ask if you’re being considered for a promotion or if you’ve got a professional development plan on file. It asks if someone—a real, live human—is encouraging your growth.
Here’s the thing: people stay where they grow. And if they’re not growing, they might be updating their LinkedIn.
Development Isn’t Always a Ladder
Sometimes when we hear “professional development,” our minds go straight to promotions or title changes. But development is more than upward movement. It can look like:
- Deepening a skill you already have
- Taking on a project that stretches you in new ways
- Being introduced to someone who expands your perspective
- Learning how to coach others in your area of strength
- Asking better questions and listening to the answers
Growth can happen in place, and in higher ed, it often has to. Budgets are tight. Org charts are flat. Not every professional wants to (or can) climb. But everyone deserves to have their institution invest in their learning. We focus on student learning, but we all believe in growth – and our own professional development is a way we role model lifelong learning for students (and each other!).
Know the Roles:
Mentor, Sponsor, Coach, and Supervisor
If you’re a Leader-Boss (or a campus guru of any kind), part of your job is helping your team access the kind of support they need to grow. Support comes in all shapes and sizes.
- A mentor shares wisdom, experience, and perspective. Think of them as your hindsight and cheerleader.
- A sponsor uses their influence to advocate for you. They say your name in rooms you’re not in.
- A coach helps you ask the right questions, identify blocks, and build strategies.
Your team probably won’t get all four of those from you. But you can help them connect the dots on what they need, and encourage them to build out that circle. As a supervisor, please note: you are biased about your employees (their success is your success) and that’s different from mentorship, which is fully focussed on the mentee. You can provide growth opportunities from both roles, but where employees are concerned, just be self-aware.
If You’re the One Looking for Growth:
No one hands out invitations for informal growth opportunities. You have to ask.
That’s easier said than done, I know. Especially when you’re not sure how to ask, or you’re worried about being a burden. But here are a few ways to open the door without overcomplicating it:
- “I’m trying to grow in this area. Would you be open to sharing how you’ve approached it?”
- “I know you know ___ in that department. Would you feel comfortable connecting us? I’d love to learn more about their approach.”
- “Do you see any patterns in how I work or lead that I might be missing?”
- “If you were in my shoes, what would you focus on learning next?”
People can’t help you grow unless they know what kind of growth you’re looking for. Assume that others want the best for you and where they can help you, they will. If you get a gentle “not this time,” don’t give up. You planted a seed.
Lead the Way, Literally
If you’re the one in charge, remember that you set the tone for whether growth is normal or rare in your workplace. Begin with holding an expectation that you and your folks want to grow and that you can create opportunities. Here are some ways to make it part of your leadership rhythm:
- Build reflective questions
- Ask your team members what skills they want to develop (not just what you need from them)
- Offer small stretch assignments— growth edges are good for people
- Share articles, podcasts, and tools that match their interests
- Say yes when they ask to shadow, cross-train, or explore
Don’t Let the Internet Lie to You
One last thing: the internet has a way of making everyone else’s career look like a clean, upward climb. Don’t fall for it. You’re not behind, and your development journey doesn’t need to look like anyone else’s.
Growth is messy. It zigs. It zags. It happens slowly and then all at once. But it does happen, especially when you surround yourself with people who challenge, support, and encourage your next step.
You grow your people, or you watch them go. Make your department a place where people thrive!
