Now that you understand the four development stages, here's a crucial insight: people aren't at one stage for everything they do.
Alex might be a Self-Reliant Achiever at backend API development but an Enthusiastic Beginner at frontend React components.
Engagement Message
Think of yourself—name one technical area where you're highly skilled and one where you're still learning.
This is why effective leaders assess development for specific tasks, not the whole person. Saying "Jordan is a Disillusioned Learner" is incomplete.
Instead, ask: "What's Jordan's development stage for this particular technical responsibility?"
Engagement Message
Why might treating someone the same way across all technical tasks backfire?
Let's practice assessing competence first. Look for concrete evidence: code quality, development speed, bug frequency, and depth of technical understanding.
High competence shows in consistent deliverables, efficient problem-solving methods, and ability to handle edge cases or technical challenges.
Engagement Message
Name one concrete indicator that someone has mastered a technical skill.
Now for commitment assessment. Watch for motivation signals: volunteering for tasks, technical enthusiasm, persistence through debugging, and confidence in their technical abilities.
High commitment appears as eagerness to tackle problems, positive attitude toward challenges, and willingness to stretch beyond familiar technologies.
Engagement Message
List one observable behavior of a person who is highly committed to a technical task.
Here's a common mistake: assuming technical competence equals commitment or vice versa. Someone might excel at coding but feel burned out, or love the technology but lack implementation skills.
Always assess both dimensions separately for each specific technical task.
