In my books, articles, training sessions and keynotes I often discuss what I consider one of the primary roles of any person in a supervisory role: Develop and invest in the employees they oversee.

One question I hear often is “What if my supervisor does not develop me?”

Quint Studer.

In my book Hardwiring Excellence, I wrote that you could tell the values of an organization by examining its commitment to development. Research consistently states that employees of all ages appreciate development.

Why? It shows them that both their supervisor and the organization care about them. It also helps them be better on the job. The vast majority of employees want to be better and do good work.

However, despite this evidence, many employees feel development is lacking for a number of reasons:

— The supervisor does not have development sessions. Some leaders can learn on their own, but most do not.

— Development is encouraged, but there are not clear processes set up for development.

— The supervisor is uncomfortable providing feedback that is not positive.

— A supervisor could have many talents but teaching may not be one of them. It may be that the supervisors have not received training on how to best teach skills.

— When the supervisor had provided feedback, the employee was defensive or hurt.

In organizations that I led or coached, leadership development sessions were held for two days every quarter. How to teach skills was vital in all sessions.

Let's say that the organization you work in does not have a system of development in place or you are not receiving the development you would like. What can you do?

First, don't fall into being a victim. This just gives away accountability.

Clarify expectations. We know ambiguity creates failure. So gain clarity. If your evaluation system is not clear and objective, ask your supervisor this question: “If one year from now we meet and you share with me that I have done a really good job this year what will have been accomplished?"

Your boss may need some time, however it will create a better relationship.

(By the way, it is a great question when interviewing for a job. There is always that end of interview when the interviewer asks do you have any questions? Say, “If you offer me this job and I accept and after one year you feel I have been a great hire, what will I have accomplished?” I can guarantee the interviewer will be impressed.)

Ask to meet with your supervisor and share that you are committed to your development. Be sure to value their feedback and make an effort to not be sensitive to the feedback you get. That creates a more open channel of communication and development.

3. Ask these four questions.

• — So I can make sure I continue what you feel I do well, what areas do you feel I perform well in?
• — Are my priorities correct? It is important you keep your to do list in front of your supervisor and make sure their priorities and yours match.
• — What are my opportunities for improvement?
• — Do you have any particular training I should attend or specific material to study?

These questions create the development that is good for everyone, which leads to a better company. That, in my view, ultimately leads to a better community.