I was asked by a client how to help with the development of a particularly eager volunteer. I think my advice applies to helping anyone grow, whether they are in a paid or unpaid position. You have two options: 1) develop the person, or 2) develop their role.
In the first option, you are able to provide professional development by enriching a person’s skills. Whether through coaching, mentoring, providing hands-on opportunities, or education you are always able to enhance the talents of someone. It may be helping someone gain confidence, public speaking ability, or leadership skills but this type of development is person-specific and provides value that stays with the person regardless of the role they have or if they even remain with the organization.
The second approach is to reimagine the role the person you wish to develop could play. A person may already be equipped to do more but be in need of a position that takes advantage of their capacity. Perhaps you provide them with a supervisory role, oversight of a project, or allow them to hold a similar position but in a new environment (e.g. new territory or new clientele). Maybe you could expand their responsibilities or move them into an entirely new role to allow them to have variety or new challenges that capitalize on the skills they have but are not fully using. In other words, enlarge the fence in which your star employee is allowed to run.
One of the key functions of a supervisor is to develop the staff members that report to them. Consider both ways of doing so as you craft development plans for your people.
