Old dogs, new challenges

The people who are capable, reliable and know the job inside out can sometimes plateau if we stop stretching them. Development doesn’t always mean promotion. Sometimes there isn’t a new position to offer. But there are always opportunities to grow within a role. Here are 5 simple ways to develop your team when they need a fresh challenge

1. Set Micro Challenges

Growth rarely happens inside a comfort zone.

That doesn’t mean throwing people in at the deep end, it means creating small stretch opportunities that build confidence steadily.

This could look like:

• Leading a team briefing
• Handling a supplier conversation
• Running pre-shift prep independently
• Reviewing a process and suggesting improvements

The goal is achievable, but slightly uncomfortable.

2. Cross-Train Roles

Help people understand work beyond their own role. When someone understands what the kitchen, floor team, coffee bar, reception or operations team is managing, empathy increases, communication improves and silos disappear. And doing something new keeps people interested and learning.

You also build flexibility and resilience across the business.

3. Give People Ownership of Small Projects

Ownership changes behaviour. You don’t need huge initiatives. Small projects work brilliantly. Maybe it’s:

• Improving onboarding?
• Refreshing service checklists?
• Organising a community event?
• Reviewing customer feedback?
• Leading sustainability ideas?

Ownership helps people practise leadership before they ever have the title.

4. Encourage Peer Mentoring

Some of the best learning doesn’t come from managers. It comes from each other.

Pair experienced team members with newer starters and both people grow, one builds coaching skills, the other gains confidence and support.

It also shifts culture from Manager solves everything to We support each other.

5. Get Them Training Others

Want to deepen capability quickly? Ask someone to teach. Training others strengthens confidence, reinforces learning and signals trust.

You’re saying:You know this well enough to help someone else succeed.

The strongest teams are rarely built through a little more stretch, a little more ownership, a little more trust. Who on your team woudl benefit from this approach right now?