A new assignment comes up. It will put someone in front of an important client, involve them in a business decision, or give them experience beyond their current responsibilities. You need to choose who gets the opportunity.
Whose name comes to mind first?
Perhaps it is someone you have worked with for years. You trust their judgment and feel comfortable putting them in the room. There may be very good reasons they are the right person. The question is whether you have considered anyone else.
We encourage people to take initiative, develop their skills, and prepare for greater responsibility. As leaders, we decide who gets the experience that helps them do those things. If we keep reaching for familiar names, we may overlook someone who is ready—or could be ready with some guidance.
A conversation about someone’s interests may change which opportunities we consider offering them.
In an article published by First Round Review, Russ Laraway described an employee at Google named Jane. While discussing her long-term interests, he learned that she hoped to own and operate a farm growing spirulina, a type of algae used in nutritional products. She had also described how much she enjoyed building something from the ground up.
They were working in digital advertising, but the conversation helped Laraway understand what motivated her. Together, they identified development opportunities, and he advocated for training that could help prepare her to become an entrepreneur.
How would he have known what experience would matter to her if he had never asked?
We can take the time to understand what people want to learn, where they hope to go, and how their current work might help them develop. That conversation gives us a better basis for deciding who gets an assignment, an introduction, or an investment in training.
Who gets credit can also influence who gets the next opportunity. A project goes well, a client is pleased, and the person presenting the results receives the praise. Behind that presentation, others may have solved a difficult problem, caught an error, or kept a commitment that was in danger of being missed.
Before recognizing the effort, ask, “Who else helped make this happen?” Then learn enough to acknowledge the contribution specifically. Explaining how someone’s work helped the team succeed tells people you paid attention.
We may view each assignment or acknowledgment as a separate decision. Employees see the pattern over time. They notice who gets invited, whose work is mentioned, and whether a conversation about their development leads to anything.
Experience, readiness, interest, and business needs still matter.
You do not need to rotate every assignment, and recognition should reflect the contribution. A leader has to make a sound decision and be able to explain it.
Before offering the next opportunity, look beyond your usual choices. Who has demonstrated the ability to handle it? Who has expressed an interest? Who might benefit from working alongside someone more experienced?
Once you choose, provide the support to make the experience useful. Explain what a good result looks like, what authority the person has, and where they can get help. Agree on when you will check in. If the assignment requires new skills, arrange the preparation before the person is expected to deliver.
These are ordinary decisions about where we put our time, attention, and resources. Over time, they help determine who gets to grow and whether capable people believe their contribution has a future in the business.
Think About
Whose interests and ambitions do you know well? Whose have you assumed?
Consider whether the opportunities you offer reflect what you have learned about your people—or simply whom you know best.
Action to Take
Choose one capable person whose development you have not discussed recently. Ask what they would like to learn or do more of. Identify one practical next step and agree on when it will happen.
At your next opportunity to recognize a successful effort, find out who contributed behind the scenes. Thank them specifically for what they did.
Someone may be ready for more than you realize. Take the time to find out.
Wenkroy International LLC is a Professional Advisory company with a main purpose of helping entrepreneurs and business people create the strategy, the plan and the steps necessary to achieve that person’s vision for their business and often their life, while navigating the obstacles which may be blocking them from reaching their goals. The process may involve one on one coaching, advising, laser focus days, personal growth workshops and more. The methods utilized are determined together. The results and value positively impact individuals, teams, divisions and across entire companies. People are now able to focus on what matters most to them, because, they have clarity on where they are heading.
As always share the information in this article with people you know.
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