Making Growth Personal: How to Help Each Team Member Shine

Empower Managers for Growth

Managers, unlock team potential with personalised, strengths-based growth strategies.

Why Managers Must Prioritise Personal Growth  

Personal growth transforms teams, making members feel valued, engaged, and motivated. For managers, fostering individual development isn’t just about skills—it’s about leveraging strengths to create meaningful, personal wins. A Gallup study shows employees with recognised strengths are 6 times more engaged and 14% less likely to leave. At Strengthif, our Management Development Programme equips managers to craft tailored growth paths, enhancing team cohesion. For example, a manager in a University Finance Team used strengths-based plans to boost morale during a restructuring, increasing engagement by 20%. Our insights on team engagement show this approach fosters loyalty, unlike generic training. Furthermore,  aligning roles with strengths reduces stress and improves outcomes, empowering managers to lead effectively.

How Managers Can Foster Personal Growth  

Here are four practical steps to help managers make growth personal for their teams:

1. Develop Tailored Growth Plans  

Managers can create individual development plans (IDPs) to align growth with strengths. Here’s how:  

• Assess strengths: Use CliftonStrengths assessments to identify talents like Analytical or Positivity.  
• Set SMART goals: Define specific, measurable goals, e.g., “Lead a project to leverage your Strategic Thinking.”  
• Engage team members: Ask, “What growth excites you?” to ensure ownership, to feel listened to and empowered.  

A manager at a charity used IDPs to guide a junior into a donor outreach role, boosting campaign success by 15%. A Harvard Business Review article notes tailored plans increase collaboration by 15%. Strengthify’s Management Development Programme gives managers the practical tools to craft effective IDPs. Try this: Create one IDP for a team member this week, focusing on their strengths.

2. Master One-on-One Check-Ins  

Regular check-ins allow managers to monitor progress and show commitment to growth. Here’s how:  

• Schedule frequent chats: Hold 10-minute monthly one-on-ones to ask, “How’s your growth plan working?” 
• Leverage strengths: Discuss, “How’s your Empathy shaping this task?” to reinforce talents. 
• Provide tailored support: Offer resources like Strengthify’s workshops or open sessions to open the feedback loops.  

A leader in a University Faculty team used check-ins to enhance a team member’s presentation skills, improving team output. A Forbes study shows check-ins boost engagement by 25%. The Management Development Programme teaches managers effective check-in techniques. Try this: Schedule a one-on-one this week to discuss a team member’s progress.

3. Celebrate Milestones to Motivate  

Recognising achievements reinforces growth and aligns with team values. Here’s how:  

• Highlight small wins: Say, “Your problem-solving saved that project!”  
• Connect to team goals: Note, “Your leadership advanced our objectives.”
• Celebrate openly: Share successes via Slack or team meetings.  

A manager at an NHS Trust celebrated a nurse’s milestone, lifting morale by 20%, per Strengthify’s success stories. Our insights on team development emphasise recognition’s impact. Try this: Praise a team member’s milestone in your next meeting.

4. Promote Strengths-Based Mentorship  

Mentorship guided by strengths fosters growth and team bonds. Here’s how:  

• Pair strategically: Match mentors’ strengths (e.g., Developer) with mentees’ goals.  
• Set clear objectives: For example, “Enhance public speaking using your Communication strength.”  
• Create safe spaces: Encourage open dialogue, per our insights on psychological safety.  

A HE People Development team saw 30% stronger collaboration after mentorship. A [McKinsey study shows mentorship boosts retention by 20%. The Management Development Programme equips managers to implement mentorship effectively. Try this: Pair a team member with a mentor this month.

Overcoming Challenges as a Manager 

Managers face hurdles in personalising growth. Here’s how to tackle them:  

• Unclear strengths: Use CliftonStrengths through Strengthify’s workshops to clarify talents in a structured approach.  
• Time limitations: Start with short check-ins or one goal, per our insights on team engagement.  
• Resistance to plans: Involve team members in goal-setting, as in our insights on change.

Measuring the Impact of Growth Strategies  

Managers can track these key performance indicators (KPIs), inspired by HyperSEO’s metrics:  

• Engagement scores: Use Google Forms surveys to gauge morale.  
• Skill growth: Monitor IDP or mentorship progress.  
• Retention rates: Track turnover to assess growth satisfaction.  

An NHS team saw 25% higher engagement after personalised plans. A Gallup report shows strengths-based growth cuts turnover by 14%. Try this: Survey engagement one month after implementing a strategy.

FAQs: Making Growth Personal  

Why should managers prioritise personal growth?

It boosts engagement and retention, per Strengthify’s success stories.  

How can managers make growth personal?

Create IDPs, hold check-ins, celebrate milestones, and promote mentorship with Strengthify’s programme.  

How do strengths support growth?

They align tasks with talents, per CliftonStrengths.  

What if team members resist growth plans?

Involve them in planning, per our insights on change.  

How do managers sustain growth? 

Use check-ins and mentorship, via Strengthify’s workshops.  

Lead Growth with Confidence  

Managers, make growth personal by starting with a check-in or IDP this week. Join Strengthify’s Management Development Programme or explore our Discovery Workshops to master strengths-based leadership. Act now—help your team shine!