We listen to uncover people’s needs. As leaders, we listen to uncover the needs of the people who report to us. We listen to understand how to get the best from them. But what is “the best” any employee can do? How much can we ask? How much should we push?

Everyone on your team has potential. Some people have a little, while some have a lot – but how many people truly invest the time to reach their potential? The person with less potential who invests in themselves will do far better than someone who has higher potential but does very little.

So how can we reach our potential, and help elevate the performance of our direct reports?

1) Eliminate the bad: Removing bad habits, removing fear and removing the skill gaps. Help your direct reports identify what is holding them back. This can be done through meaningful conversations during one-on-ones, performance reviews, and training.

2) Figure out what your people need to get better: Consider interacting with each of your direct reports in a way that resonates with each of them as individuals – you’ll get more from the interaction, and so will they. If you interact with everyone in exactly the same way, you are not optimizing your impact anywhere. And you can’t give each person the individual “push” that they need. It’s a laboratory: you can tinker and experiment to find out what works best.

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