Another part of the inventory from Goleman and Boyatzis assesses how well leaders mentor, coach, and developer others.  Maybe, because training is part of our business, development of others is baked into how we manage at Intertech.

We use Key Result Areas, a Dale Carnegie management tool, to set targets and goals for our team members.  Everyone has a learning goal for the year.  For one of our technical consultants, the learning goal may be to simply attend one of our courses or become certified in a technology. 

Because reviews are a backward looking management tool, we keep it simple at Intertech.  Our yearly review has only four questions.  Two of the four are focused on development.  One question asks the manager and the employee to indentify an area for improvement.  A follow-up question asks the manager and employee to identify specific things improve in this area.

Coming Up:  Inspiration