How to Develop Mature Team Members

You can’t force maturity. You can make it more likely.

Mature people require less supervision.

Mature people respond to the real world, not the world they wish they had.

Develop Mature Team Members

#1. Teach

Maturity can be taught.

Immature people don’t magically know stuff. We don’t have all the answers inside us.

Explain what to do. More importantly, explain how you think.

#2. Correct

Teaching explains what to do. Correction exposes what needs to change.

• “Slow down. You’re getting careless.”
• “You interrupted her three times.”
• “You’re blaming the team instead of dealing with the problem.”

Don’t let frustration drive correction. Correct to invest in the future.

#3. Give Responsibility

Responsibility gives people a reason to grow.

Give people responsibilities that matter. Don’t hover. Don’t grab it back when they struggle.

Instead of, “Here’s what you should do,” ask: “What are you going to do?”

#4. Allow Consequences to Land

Solve problems with people, not for them.

Let missed deadlines feel uncomfortable. Let poor decisions require extra work. Let people explain their mistakes.

Support people while they carry consequences, but don’t rescue them.

Rescue prolong immaturity.

#5. Provide Reflection Time

Experience doesn’t produce maturity. Learning from experience does.

After important experiences, ask:

• What happened?
• What did you notice about yourself?
• How did you contribute to this?
• What worked?
• What didn’t work?
• What would you do differently next time?

Reflection turns experience into wisdom.

Don’t demand maturity. Create conditions where it becomes more likely.

Where is immaturity creating friction in your world?

How could you help someone develop maturity?

This article was originally published on Leadership Freak.

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