如果集中精力在某個方面努力，那麼過一段時間後，人們可能發生巨大的變化。人們可能改變習慣、心態、行為、技藝和某些能力，但很難從本質上改變價值觀、固有能力和認知偏好。考慮個人發展時，要估計你所期望的變化是否有可能實現，你是否可能達到實現相關業務目標所需的水平和速度。
改變自我需要滿足幾個條件：（1）要有自我蛻變的決心，（2） 除了需要時間和空間將所學知識付諸實踐外，還要有適當的成長經驗和培訓，（3）接收準確、具體的反饋，（4）有時間和空間思考。人力資源開發人員在創造一個滿足這些條件的環境方面起重要作用。
作為管理人員，評價員工是件難事，也可能會出錯。不僅人會變，而且各種因素（如時間、接觸程度、盲點等）都可能影響評價結果。此外，（外部和內部）環境會嚴重掩蓋某些人的真實能力表現，對其進行準確評估變得很難。在幫助員工發展時，最好保持謙虛和開放的態度。
With the appropriate amount of focus and effort, people can change dramatically over time. It’s possible to change habits, mindsets, behaviors, skills, and certain abilities. On the other hand, it’s difficult to materially change values, certain intrinsic abilities, and cognitive preferences. When thinking about development, consider whether the required change is possible and the likelihood that it will occur at the level and speed required to achieve the relevant business goals.
In order for change to occur, a few conditions need to be met: 1) a person must be committed to change, 2) they must have the appropriate set of developmental experiences and training, as well as the time and space to practice what they’ve learned, 3) they must receive accurate and specific feedback, and 4) they must have time and space to reflect. Effective developers of people play an important role in creating the environment that enables these conditions to occur.
Understand that making assessments of people is one of the hardest things you will do as a manager, and you may well be wrong. Not only can people change, but you may be limited in your ability to assess accurately by a variety of factors (e.g., time, exposure, blind spots, etc.). In addition, circumstances (both external and internal) can materially mask the presentation of someone’s underlying abilities, making it difficult to accurately assess them. Approach this task humbly and open-mindedly.
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