Three Vital Areas You Can’t Ignore
In the vast landscape of leadership development, one question consistently emerges: "In what areas should I develop my people?" With countless potential growth opportunities, identifying the right focus can feel overwhelming. Fortunately, there's a simpler approach—what we call "The Big 3 Areas of Development."
Guiding Principles for Development
Before diving into these three critical areas, let's establish two foundational principles that have transformed my approach to developing others:
1. Develop people based on what they've been asked to do in light of who they are.
As Proverbs 22:6 reminds us, "Train up a child in the way he should go, and when he is old he will not depart from it." This wisdom extends beyond child-rearing—it's about recognizing each person's unique design and developing them accordingly.
Terry Cook defines development as: "Intentionally strengthening your people's capacity to grow and contribute." This definition centers on the belief that people can make meaningful contributions through their assigned tasks when those align with their authentic design.
I saw this principle at work with Candace, an after-school program director with exceptional interpersonal skills who struggled with administrative tasks. Her role required managing both relationships and the operational details of a growing program. Rather than trying to transform her into a naturally detail-oriented administrator, we developed systems that complemented her people-focused strengths while adding the necessary structure. We created templates for recurring tasks and established clear decision-making frameworks that gave her the administrative backbone she needed without diminishing her relational approach. It didn't take long for Candace to find her rhythm as a holistic leader—not because she became someone different, but because she integrated administrative discipline with her natural gift for connection. The program flourished precisely because we developed her authentic leadership style rather than forcing her to abandon what made her special.
2. Focus on development that benefits the person being developed.
Too often, development initiatives benefit the developer more than the person being developed. We get caught up in following the latest trends rather than addressing genuine needs.
The key question should always be: Will this help them succeed in what they're tasked with doing?
The Big 3 Areas of Development
After years of leadership experience, I've identified three critical areas that define successful leadership development:
1. Thinking: How They Process Information and Make Decisions
This area centers on a person's mental models, paradigms, and frameworks. As Romans 12:2 says, "Do not conform to the pattern of this world, but be transformed by the renewing of your mind."
John Maxwell articulates this perfectly: "Changed thinking leads to changed beliefs. Changed beliefs lead to changed actions. Changed actions lead to changed results." When we develop someone's thinking patterns, we're developing the source of all their other behaviors.
2. Maturity: How They Behave and Manage Themselves
Maturity encompasses emotional intelligence, self-awareness, and character—the true foundation of leadership. As Peter Drucker famously observed, "The most important thing in communication is hearing what isn't said." Emotional maturity allows leaders to navigate complex human dynamics with wisdom.
3. Skills: How They Perform and Execute Tasks
Skills represent the practical competencies needed to execute tasks effectively. While skills often receive the most attention in development programs, they must be built upon the right thinking and maturity.
Putting It Into Practice
As you interact with those you're developing, focus on these three essential areas instead of trying to address thousands of possibilities. Concentrate on how they think, how they behave, and how they perform.
Great leaders don't just accomplish tasks—they develop people who develop others. By focusing on these Big 3 Areas of Development, you'll create a sustainable cycle of growth that transforms individuals and organizations.
What's your biggest challenge when it comes to developing your people? Which of these three areas do you find most challenging to address? I'd love to hear your experiences in the comments below.
Resource: Lead Develop Care by Terry Cook