{"id":215534,"date":"2022-03-25T10:00:00","date_gmt":"2022-03-25T10:00:00","guid":{"rendered":"https:\/\/letstalktalent.co.uk\/?p=215534"},"modified":"2022-10-26T12:54:38","modified_gmt":"2022-10-26T11:54:38","slug":"how-do-i-stretch-my-team-to-expand-their-capability","status":"publish","type":"post","link":"https:\/\/letstalktalent.co.uk\/blog\/how-do-i-stretch-my-team-to-expand-their-capability\/","title":{"rendered":"How do I stretch my team to expand their capability?"},"content":{"rendered":"\n

Unlocking your team\u2019s full potential <\/h2>\n\n\n\n

Suit: Supported by my manager<\/strong><\/a><\/strong><\/h3>\n\n\n\n

First, let\u2019s get the basics right: stretching your team doesn\u2019t mean getting them to do more stuff. It\u2019s about quality over quantity and helping individuals perform well, develop their skills and excel in certain key areas that match their career ambitions. It\u2019s about having a growth mindset, and keeping individuals motivated and energised. Not burying them under more stuff to do. <\/p>\n\n\n\n

How do you find the right balance between panicking people and giving them healthy, stretching assignments? If you know us, you know we like a good ratio, and this time is no different. At Let\u2019s Talk Talent, we adhere to the 70:30 formula. <\/p>\n\n\n\n

70% of a person\u2019s job should be comfortable, so they are safe and secure in the knowledge that they can accomplish the job, without feeling overwhelmed. The remaining 30% should be stretching, so that routine and boredom doesn\u2019t set in. This could be achieved by taking on new line management duties, presenting to the board, taking on a new project or mentoring another member of the team. <\/p>\n\n\n\n

However, facilitating new opportunities for growth is only step one. Managers need to provide the support needed for their team members to succeed. So once you\u2019ve identified new healthy challenges, make sure you help your people find ways to overcome them. <\/p>\n\n\n\n

Allow for mistakes, and coach them whilst they are learning. Employees need to feel comfortable with being uncomfortable in order to perform, and this can only be achieved with trust and the kind of psychological safety that comes with knowing your team has got your back. <\/p>\n\n\n\n

If you need additional support to unlock your team\u2019s full potential, register for our People Management Bootcamp here<\/a>. <\/p>\n\n\n\n

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Career Coaching Cards: Explained<\/h2>\n\n\n\n

This is a new series of blog posts, that explain our Career Coaching cards<\/a> in more depth.<\/p>\n\n\n\n

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Our deck of cards contain 52 questions that help guide better career conversations and connect more with the individuals you\u2019re having these conversations with. <\/p>\n\n\n\n

Each week we are releasing a question from our deck with a little more information about why we think this question is a good question and what you are looking to get out of it when you ask it.<\/p>\n\n\n\n

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Buy a set of coaching cards<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n
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Download our free Succession Planning whitepaper<\/h2>\n\n\n\n
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Our Succession Planning Whitepaper is for you if you want to know:<\/h3>\n\n\n\n