How do you turn development
into a habit?
Blog by
Christien Schneider
8 July 2025
Why does one person keep growing while another gets stuck? As a career coach, I see it every day: motivation only flourishes when there is true insight. In yourself, in your work, and in what holds you back. In this Q&A session, career coach Christien Schneider highlights the human side of successfully applying personal and team development.
How do we deal with employees who show no motivation for development?
When an employee shows no motivation for development, it’s important to find out where this comes from. Is it due to insecurity, a lack of perspective, negative experiences, or missing support? By having an open conversation and listening carefully, we gain better insight into the cause. Sometimes targeted support, such as career advice or a low-threshold development program, helps get employees moving. Inspiring success stories or internal role models can also make development more attractive. Where necessary, we bring in specialists to offer extra support to employees.
How do we guide employees who are stuck in their careers and don’t know what their next step is?
We regularly see employees getting stuck in their careers because they aren’t sure what they want or are afraid of making the wrong choice. We guide them by looking together at their work experience, previous choices, and background. What gave them energy in the past? Where do their talents and motivators lie? By combining these insights with an analysis of their values and ambitions, we help them explore new possibilities. This can range from discovering another position within the organization to developing new skills or even a completely new career path.
How do we ensure that employees feel safe to discuss their development needs?
Psychological safety is the key to growth and development. Employees need to feel they can discuss their ambitions, doubts, and development needs without fear of negative consequences. This starts with an open and supportive organizational culture. Managers play a crucial role by regularly engaging in dialogue, showing genuine interest, and normalizing development as a standard part of the job. It also helps to make successes visible and encourage colleagues to support each other’s growth.
How do we support managers in having effective development conversations?
Good development conversations require more than just good intentions. We offer managers targeted training in conversation techniques, giving constructive feedback, and recognizing what motivates employees. We also encourage peer review and knowledge sharing so managers can learn from each other and enter conversations with confidence. By structurally integrating development into team meetings, it becomes an ongoing process instead of a one-time evaluation.
How do we help employees become more resilient and better able to deal with change?
Change is a constant factor at work, and not everyone deals with it equally well. To help employees become more resilient, we guide them in handling stress, uncertainty, and new situations. We do this through coaching, reflection exercises, and practical tools that help them stay flexible and confident, even in challenging times. It is also important to create a culture where change is not seen as a threat, but as an opportunity to grow. By celebrating successes and actively involving employees in changes, we strengthen their mental resilience and sense of ownership.
Get in touch with Christien; please feel free to contact her with no obligation.
Read here the strategic questions about development answered by Daniëlle.
Read here the practical questions about development answered by Arjan.
Want to know more about personal development?
Download the whitepaper here: 15 most frequently asked questions about the importance of development
Christien Schneider
Career coach
I have always had a keen interest in personal and professional development. Both for myself and for those around me. Everyone interprets this differently and builds their own experiences. Often driven by conscious choices, sometimes by circumstances.
