The growth of your career depends on the position that you hold in the organisation.
Most of the times the management focuses on the high-potentials giving them targeted training and access to senior management and special career paths, while the others are left fending for themselves.
This will only handicap your potential and your talent development efforts.
An article in achieveforum.com says that the solution to this problem lies with the manager.
The article suggests three major steps to try on a daily basis to see development in the work environment.
Adopt an approach in which you assume that everyone can grow regularly.
'The sheer density of development-focused interactions with their manager created a deeply felt growth environment. Instead of big dramatic actions, it is often small ones that make the difference,' the article suggests.
Distribute the work load and find creative ways to shift it around for optional collective learning.
This will act as a refreshment for the employees and they will learn more inturn and will also reduce boredom of the work.
Grow an abundant supply of development challenges from outside the department. Taking on new challenges will give employees a new experience and the amount of energy produced to solve this challenges can be amazing.
This will also give a good reputation for your team in the organisation.
