Now that you understand the four development stages, here's a crucial insight: your team members aren't at one stage for everything they do.

Sarah might be a Self-Reliant Achiever at data analysis but an Enthusiastic Beginner at public speaking.

Engagement Message

Think of your direct reports—name one task where someone excels and one where they're still developing.

This is why effective people managers assess development for specific tasks, not the whole person. Saying "John is a Disillusioned Learner" is incomplete.

Instead, ask: "What's John's development stage for this particular responsibility?"

Engagement Message

Why might managing someone the same way across all tasks hurt their performance?

Let's practice assessing competence first. Look for concrete evidence: quality of work, speed, error frequency, and depth of understanding.

High competence shows in consistent results, efficient methods, and ability to handle variations or problems.

Engagement Message

Name one concrete indicator that a team member has mastered a skill.

Now for commitment assessment. Watch for motivation signals: volunteering, enthusiasm, persistence through challenges, and confidence in their abilities.

High commitment appears as eagerness to engage, positive attitude, and willingness to stretch beyond comfort zones.

Engagement Message

List one observable behavior of a team member who is highly committed to a task.

Here's a common mistake: assuming competence equals commitment or vice versa. Someone might excel technically but feel burned out, or love the work but lack skills.

Always assess both dimensions separately for each specific task your team handles.

Engagement Message

Why might a skilled team member still need encouragement and support?