Great leaders and seasoned managers share a core belief: they believe in human potential.

They see the capabilities in their people—sometimes even before their people see it in themselves. They set the bar high, knowing that expectations shape performance. When someone entrusts us with a challenge, we rise to meet it. Belief fuels effort.

So what’s a leader to do when top performers ask for career development?

Here are seven simple, high-impact ways to support your team’s growth:

1. Discover What They Want to Learn

Ask what skills, knowledge, or experiences would both light them up and benefit the team. Then, have them research options and bring recommendations to discuss—while being transparent about budget availability.

2. Give Them a Stretch Project

Nothing develops someone faster than real responsibility. Assign them a challenge that pushes their limits but comes with your support.

3. Connect Them with a Mentor

Help them find someone within or outside the organization who can offer guidance, wisdom, and an outside perspective.

4. Have Them Be a Mentor

One of the best ways to deepen expertise is to teach it. Encourage them to mentor a colleague—this strengthens both people.

5. Launch a Thought-Provoking Discussion Group

Let them lead a discussion around a book, article, or TED Talk that challenges perspectives and fosters learning.

6. Encourage Industry Networking

Ask them to interview 10 thought leaders within your organization or industry. This builds confidence, connections, and insight.

7. Provide Meaningful, Hands-On Learning

Not all growth comes from formal training. Conferences, shadowing leadership, or cross-functional projects create powerful learning experiences.

Here’s to actively developing your team members—because when they grow, your organization thrives.

‍

‍