People Development
Develop your people to meet your business imperatives
People Development because we are growing life skills not just professional competencies. Whether you’re a small team or large organization, people development programs can reduce attrition, boost employee engagement, and enable your organization to achieve your business strategy through your people.
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At Living Water Consulting, we believe in the power of developing your people. It’s something we’ve committed to since day one and we have stories highlighting the impact of investing in your people.
Harnessing intrinsic motivation
Harnessing intrinsic motivation
Your people are more productive and effective when they are intrinsically motivated. Extrinsic motivation—rewards and recognition—is suitable for short-term bursts of productivity, but it’s not sustainable.
Intrinsically motivated employees find meaning in their work and achievements. When you focus on an individual’s goals and aspirations, you can address the intersection of motivation and find fulfillment, leading to higher productivity and your people feeling valued for their contributions.
Today, employees feel more empowered to choose a career path that aligns with their personal goals. If you don’t invest in them, they will move elsewhere to find fulfillment.
Common people development challenges
Unpredictability
As companies reel from the Great Resignation and Great Reshuffling in the post-pandemic era, their needs are changing and unpredictable. This dynamic environment is rich with opportunities for people to realign and refocus on their goals.
Mistaking learning for people development
In the knowledge worker era, turnover means employee onboarding and productivity are a concern. Confusing learning for people development means leaders aren’t considering how to support a human developing within the business environment. It also fails to meet human needs and simply adds to existing information saturation.
Readying people for change
Teams are stalling out and must be re-energized. High-potential leaders sometimes need extra support or a boot-camp approach to develop their potential and jolt them into action. Once blocks and attrition fears are overcome, people can embrace change. A healthy culture is a good proxy for the strength of people development in an organization.
Making progression feel safer
Career progression isn’t always comfortable, and people have so many choices about how and where they work today. We work to create a sense of safe career progression through clear career paths, clarity of expectations and purpose, and aligning your people around a common purpose, relating to the team and the individual.
Making development part of daily life
So many leaders invest in training programs to send their employees to in hopes that the knowledge will make a difference in how they do their work. Instead, leaders should create the structure around how their teams work together that allows the employees to individually practice what they are learning from formal programs and each other. When you make a connection between what an employee wants to learn and how they put it into practice, employees feel more fulfilled, and that is when true development occurs.
The 70/20/10 principle We apply the 70/20/10 principle in our people development consulting. Organizations tend to focus on the 10% of learning through structured learning programs. These programs are usually the path of least resistance and are easier to quickly integrate into an organization. It’s more challenging to design actionable programs that intentionally address the 20% where employees are learning from one another and the 70% where the employee is learning for themselves on the job. We create a learning playbook with our clients to inform learning and development approaches. Our playbook enables senior leaders, in partnership with Human Resources, to integrate learning and development into the job. This integration accelerates personal growth, high achievement, and takes people beyond the edge of learning.
