An organization shapes people: it either develops them or spoils them. It either helps employees grow or hinders their progress. What do we know about developing people? Not much. We certainly know what not to do, but we don't have a clear answer to the question "What should we do?" Firstly, it's important not to focus on human shortcomings. However, we must work with the personnel we have, not those we wish we had. Secondly, development should not be viewed in a narrow sense. While acquiring certain knowledge and skills is necessary, development means more: it is essential both for career and life. Current work should align with this long-term goal. Special attention should be given to promising young employees. For them, a manager can set high expectations based on their potential. It's always easier to lower standards than to raise them later. It is crucial to learn how to identify and utilize a person's strengths. To succeed in developing subordinates, set strict requirements, and then devote sufficient time and effort to evaluating performance. Discuss with the employee what was planned a year ago and where they have excelled. TIP OF THE DAY: Develop your subordinates. Assess their strengths and set accordingly high expectations. Periodically review their performance.