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Reasons someone would avoid working on career growth [closed]
In my team I wanted to dedicate time for people's growth. I gave each of them some material and actions to do, to start working together on a development plan. All my team members started on this and we are progressing except for one. This person has initially shown enthusiasm for the idea when discussing with my manager before I take over the team, and also seemed positive about it when I first talked to him about it. But since then he keeps avoiding doing anything related, with some vague excuse of not having the time which is really not true. I ask him what can I do to help him get around to doing it but never gives me an answer expect that he will do it next week but nothing happens. I am new to management and I am curious if this behavior is typical or not. A couple of things I have noticed (not sure if they convey something useful for the purpose of my question) is that he shared feedback to me about another team member which he did not share to that team member when he approached him directly for feedback. Also he has given me the impression so far that he is not open to feedback. And he also seems to complaint in a kind of indirect or passive manner. I was wondering if more experienced managers have encountered similar behavior and what advice you have. Update based on comments: I am not trying to enforce anyone to do something they are not interested in The path to grow is open to the person. Not eg pushing to managerial direction I know about the time available because I work very close with the team. Hence it is not the case that someone is overloaded and I am clueless about it
![Reasons someone would avoid working on career growth [closed]](https://cdn.sstatic.net/Sites/workplace/Img/apple-touch-icon@2.png?v=d39b333f5c58)
In my team I wanted to dedicate time for people's growth. I gave each of them some material and actions to do, to start working together on a development plan.
All my team members started on this and we are progressing except for one.
This person has initially shown enthusiasm for the idea when discussing with my manager before I take over the team, and also seemed positive about it when I first talked to him about it. But since then he keeps avoiding doing anything related, with some vague excuse of not having the time which is really not true. I ask him what can I do to help him get around to doing it but never gives me an answer expect that he will do it next week but nothing happens.
I am new to management and I am curious if this behavior is typical or not.
A couple of things I have noticed (not sure if they convey something useful for the purpose of my question) is that he shared feedback to me about another team member which he did not share to that team member when he approached him directly for feedback. Also he has given me the impression so far that he is not open to feedback. And he also seems to complaint in a kind of indirect or passive manner.
I was wondering if more experienced managers have encountered similar behavior and what advice you have.
Update based on comments:
- I am not trying to enforce anyone to do something they are not interested in
- The path to grow is open to the person. Not eg pushing to managerial direction
- I know about the time available because I work very close with the team. Hence it is not the case that someone is overloaded and I am clueless about it
