Significant changes in how business leaders work with feedback and development have occurred during the past few years. More and more of the organisations we work with have begun to recognise the connection between clear, relevant feedback, employee development, and the subsequent improvement of business results. Being transparent and open in giving and receiving feedback, with the aim to set clear expectations and support employees’ development processes, is an important element in creating psychological safety. In return, an organisation that is able to establish a culture with psychological safety will experience a faster development process and higher levels of motivation.
In today’s rapidly changing business environment there is a strong need for continuous development, which means acquiring new knowledge, skills and learning new effective behaviours and approaches. Some companies have centralised or local-level development plans for their people, increasingly there are committees who meet to discuss their employee abilities and the future need for development within the organisation. Are you one of those people who hope one day they will discover you?