Latest news with #team members
Forbes
12 hours ago
- Business
- Forbes
20 Strategies To Help Employees Reach Their Full Potential
Ample experience and skills alone aren't always enough to help an employee succeed in their role. While employees with potential are highly sought after by businesses, a wrong-fit position, team mismatch or differing goals can all result in an employee failing to meet leadership's—or their own—expectations. Rather than firing high-potential employees, getting to the bottom of what's going wrong and determining which steps need to be taken in order to best meet their needs can turn a bad situation into something that works for everyone. Below, 20 Forbes Business Council members suggest specific actions leaders can take to help team members with real potential start excelling in their current role. 1. Get Curious Start by getting curious, not critical. When someone has potential but is struggling, I've found it's often a mismatch of role, context or clarity rather than a lack of capability. I sit down, ask how they're experiencing their work and listen for what energizes or drains them. We then co-create a plan with clearer goals, a possible shift in scope or coaching to build confidence and skills. - Beth Forester, Animoto 2. Avoid Trying To 'Fix' Them One of the best things you can do is stop trying to 'fix' them. Sit down with the employee and ask what actually lights them up. People don't thrive when they're boxed into roles that don't fit. I've had team members who were struggling, and it turned out they were just in the wrong lane. Once we reshaped their role around what they were good at, they had a completely different energy. - Lissele Pratt, Capitalixe Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify? 3. Ask Their Opinion Start by asking why the team member thinks they aren't excelling. Is it the wrong role? Is it a lack of challenges? Is it an unclear purpose? By engaging in open, honest and constructive dialogue with the team member, you create space to better understand their strengths, interests and any obstacles they may be facing. Once you identify the cause, you can create an effective strategy to help them improve. - Dennis Kozak, Ivanti 4. Understand Their Motivations One of the most important things a leader can do is take the time to truly understand what drives that person. What are their interests, strengths and goals? Have a real conversation to understand their strengths and where they feel stuck. Sometimes, a small shift in role or focus can unlock their momentum. The key is to mentor, not just manage. People rise when they feel seen and supported. - Eugene Zabolotsky, Health Helper 5. Help Them See Their Potential Get them to see their own potential. Until they believe in themself, they will never reach their potential. I would create a plan that allows team members to complete tasks and gradually develop their self-esteem up to or above the potential I see in them. They need to see the vision or future you have for them and how they fit into it. - Phil Yankauskas, Lakeside Roofing Solutions 6. Shift Focus To Growth If a team member has potential but isn't thriving, don't assume it's a talent issue—instead, assume it's a fit issue. Shift the conversation from performance to growth by asking where they feel stuck, what energizes them and what they want to learn. A growth mindset reframes underperformance as untapped potential. Create space to explore, fail safely and realign their strengths to the right role. - Kristine Johnson, Cognition Studio Inc. 7. Learn About Their Ideal Career Path Get them to tell you their ideal career path. I try to approach their tenure as if I have been appointed the temporary caretaker of their career. People don't stay at one company forever, and I know I'm just going to be one link in a chain of bosses. I usually have them tell me the ideal story of their career. Once we both know how the work fits into the narrative, the right role is usually obvious. - Kevin Novak, Rackhouse Venture Capital 8. Collaboratively Develop A Strengths-Pivot Plan Unlock talent potential with a strengths-pivot plan. Collaborate with employees to identify their unique strengths and aspirations, then assign a 60- to 90-day project outside of their usual duties that utilizes these strengths in a critical business area. This approach provides a safe environment for them to shine, helping you assess suitability for a new role. - Jeff Bordes, Astria Learning 9. Redesign The Role To Fit Them High-potential underperformance is often a signal of role misfit, not lack of ability. Forward-looking leaders use a blend of psychometrics and biological intelligence—tracking cognitive load, stress response and engagement patterns—to redesign roles around human advantage. The future of leadership is adaptive, data-informed and deeply personal. - Olya Osokina, UME Tech Inc. 10. Personalize Your Support Start with a one-on-one meeting to learn if the team member craves autonomy, skill growth, impact or the desire to help others. Then, give a stretch project with clear milestones. Tailor feedback and rewards to their style and use briefs. Do regular check-ins to celebrate progress and adjust, as this transforms potential into performance. - Arnold Sotelo, International Media Group SAC 11. Leverage Storytelling I like to lead by telling stories. I have been fortunate enough to have made many mistakes, so I have lots of stories to share. Be transparent and share knowledge out of care for team members and their families. Investing in people and being a beloved leader that people want to follow is a winning recipe. - Michael Schultz, Schultz Hospitality 12. Have Them Try Different Roles Let's face it: We all have strengths and weaknesses. For a team member whom you know has potential, try switching up their role. Give them a few weeks to work at different jobs. I'm sure that potential will come out, but it takes assigning them on the right task to see their strength. - Jackie Nance-Sons, Native Wildflowers Nursery 13. Craft A Tailored Development Plan Invest in a tailored development plan that starts with understanding their strengths, passions and areas for growth. Align their responsibilities to leverage these strengths, paired with regular mentoring and clear, measurable goals. This focused support helps to build confidence and skills, enabling the team member to improve their performance and fully unlock their potential within the team. - Muraly Srinarayanathas, Computek College 14. Have Employees Complete Assessments When a team member isn't excelling in their role, my first step is to understand their strengths with the Gallup CliftonStrengths assessment. This tool assures them they're good at things no one else around them is. It also provides clarity on the type of work where they will shine. The next step is to align their strengths with the right project or role that will unlock their winning potential. - Sheryl Tullis, The Line Experience 15. Change The Environment Change the environment before you question the person. Sit down, share what you see in them, and ask where they feel stuck. Adjust the role, shift responsibilities or pair them with a mentor. Sometimes, with the right setup, they'll flourish. But if things still don't change after you've tried and been clear, it's time for a difficult conversation. - Somdutta Singh, Assiduus 16. Be Introspective The first step for managers is to be introspective. Is the role well defined? Does the team member have clear accountability? Poor performance is often corrected with clear communication. Some people are self-starters, while others require very clear guidelines and goals. Build a well-defined plan with clear achievable milestones that lead to successful outcomes. - Thomas Burgess, Snipp Interactive 17. Take Accountability For Internal Hurdles There are often gaps in what leaders believe to be effective and what teams truly feel. It may be wise to own internal hindrances that may be limiting teams. Seek team members' truths without retaliating to learn more about their desires and provide support that elevates them to the next level based on the strengths you have seen in them. Empower them over time to cultivate it. - Paul L. Gunn, Jr., KUOG Corporation 18. Invite Them To Reimagine Their Role Ask team members what they'd do if they could rewrite their job description from scratch because potential often hides in misalignment, not incompetence. Then, listen like it's your job. Great leaders don't force-fit people into roles; instead, they reimagine roles around people worth keeping. The right seat on the bus can turn a quiet passenger into the engine. - Stephanie Dillon, Stephanie Dillon Art 19. Allow 'Innovation Residencies' Suggest an 'innovation residency' for the team member. Give them a four-week, cross-functional, mini-project tied to their passions, a small prototype budget, weekly one-on-one feedback and a final team showcase. This stretch assignment taps hidden talents, builds confidence and helps you both discover where they truly excel. - Arpit Jain, SEO Sets 20. Have An Honest Conversation Have a real-talk conversation, pointing out the specific gaps you're seeing. Be it missed metrics, inconsistent follow-through or something else, they'll know exactly where they're underdelivering. Then, give them a tailored stretch project that plays to their strengths, pair them with a mentor for guidance, and set clear, measurable checkpoints with regular check-ins to build both accountability and confidence. - Casey Halbach, Intentional Talent Solutions
National Post
4 days ago
- Business
- National Post
LP Building Solutions Awards 100 Scholarships for the 2025–2026 Academic Year
Article content Fifth consecutive year of program growth marks the largest investment to date Article content NASHVILLE, Tenn. — LP Building Solutions (LP), a leading manufacturer of high-performance building products, today announced that it has awarded 100 scholarships to the children of LP team members for the 2025–2026 academic year—marking the program's fifth consecutive year of growth and its most significant investment to date. Article content The 2025 class includes 45 first-time and 55 renewal recipients, the first time the program has awarded 100 scholarships in a single year. Each scholarship provides up to $10,000 over four years toward the cost of full-time undergraduate studies at an accredited college, university, or vocational/technical school. Article content 'Supporting our team members and their families is central to our success,' said LP Chair and CEO Brad Southern. 'We are proud to recognize these students for their hard work—both in the classroom and in their communities. It is an honor to support them as they take the next steps in their academic and professional journeys.' Article content Since its inception in 2001, the LP Scholarship Program has awarded more than $2.7 million in funding through over 1,700 individual scholarships, benefiting more than 500 students. In 2024, LP increased the annual award from $1,500 to $2,500 and more than doubled the number of new recipients, reinforcing its longtime commitment to education. Article content 'Receiving a scholarship from LP means much more than financial support—it's a sign of support, recognition, and a sense of family,' said Brianne Kieta, a freshman at the University of Wisconsin–Stevens Point and a first-time scholarship recipient. Brianne is the daughter of LP National Accounts Manager Angie Kieta. 'It helps me pursue my education, honors the effort I've put in, and shows just how much LP has influenced my life and my family's. To me, LP truly feels like family.' Article content Administered by Scholarship America, the LP Scholarship Program considers academic performance, leadership, community involvement, work experience, and financial need. Article content In addition to the LP Scholarship Program for team members' children, LP has enhanced its Tuition Assistance Program to better support employees pursuing further education. The program now covers 100% of eligible education expenses (up to the IRS maximum) for U.S. and Canadian team members enrolled in qualified degree or vocational programs. Article content To learn more about LP's support initiatives for its team members, visit Article content About LP Building Solutions Article content As a leader in high-performance building solutions, Louisiana-Pacific Corporation (LP Building Solutions, NYSE: LPX) manufactures engineered wood products that meet the demands of builders, remodelers and homeowners worldwide. LP's extensive portfolio of innovative and dependable products includes Siding Solutions (LP ® SmartSide ® Trim & Siding, LP ® SmartSide ® ExpertFinish ® Trim & Siding, LP BuilderSeries ® Lap Siding and LP ® Outdoor Building Solutions ®), LP ® Structural Solutions (LP ® TechShield ® Radiant Barrier, LP WeatherLogic ® Air & Water Barrier, LP Legacy ® Premium Sub-Flooring, LP ® FlameBlock ® Fire-Rated Sheathing, LP NovaCore ® Thermal Insulated Sheathing and LP ® TopNotch ® 350 Durable Sub-Flooring) and LP ® Oriented Strand Board. In addition to product solutions, LP provides industry-leading customer service and warranties. Since its founding in 1972, LP has been Building a Better World ™ by helping customers construct beautiful, durable homes while shareholders build lasting value. Headquartered in Nashville, Tennessee, LP operates more than 20 manufacturing facilities across North and South America. For more information, visit Article content Article content Article content Article content Contacts Article content Media Contact Article content Article content
