Helping employees grow doesn’t mean starting from scratch. Develop results can be used to make development more aligned to each person’s role - now and in the future.
Why Role Relevance Matters
Development gains traction when employees see how it helps them succeed in their current role or reach the next.
It also helps managers prioritize where to focus - especially when time is limited.
How to Tie Development to Role Needs
1. Focus on Critical Attributes
Each role has key behaviors that drive success. Start by discussing the individual’s Critical Attributes section.
Ask: “Which of these feel most important to your current role?”
2. Align Growth Goals with Job Demands
Choose attributes that align with role-specific challenges or opportunities.
Example: A team lead might benefit from developing Influence and Organization and Planning as they prepare for more cross-functional work.
3. Look Ahead
For someone interested in promotion or skill-building, review attributes they’ll need more often in a future role.
Frame it as prep, not pressure: “This could be a great time to stretch into [attribute] since it’s key to where you want to go.”
4. Support with Small Steps
Development doesn’t need to be grand. Offer real-world chances to practice new behaviors in role-aligned ways (e.g., leading a meeting, structuring a project, giving feedback).