8 Excuses Costing You Talent

Developing people is one of the highest-return investments you can make—strengthening teams, reducing turnover, and sparking innovation that hiring alone can’t deliver. Yet excuses often stand in the way. Some are loud and obvious, others subtle and disguised as practicality, but they all quietly limit growth. Left unexamined, they cap both your people’s potential and your company’s progress.

“The growth and development of people is the highest calling of leadership.”
—Harvey S. Firestone

1. I’m Too Busy
   With the majority of leaders feeling overwhelmed (Global Leadership Forecast 2023), it is understandable that their own growth and the development of others gets left behind. But in many situations, people development isn’t as much a time problem as it is a mindset problem. Not having time for consistent 15 to 30-minute check-ins every week or two, for example, is rarely the real limitation. When committing even this much time feels impossible, it’s easy to point fingers at what the leader cannot control. Leaders who have built a strong people-development mindset often find ways to set aside time to invest in others -- and those who do typically spend far less time managing crises, rehiring, and cleaning up avoidable messes.

2. I Don’t Like Conflict
   Providing candid feedback can feel uncomfortable, but avoiding it is not always kind -- it’s often neglect. Leaving performance gaps unaddressed signals tolerance for mediocrity and, paradoxically, can breed resentment. The short-term tension of an honest, empathetic dialogue pales next to the trust and growth that may follow.

3. They Might Leave Soon
   Some you invest in will move on sooner than you’d like, but neglecting their development promotes stagnation and disengagement. Accepting the risk of departure is a small price to pay for the potential relational, cultural, and financial gains that can happen if they do stay. And employees who are growing are far more likely to stay and contribute at higher levels. LinkedIn found that 94% of employees would stay longer if their company invested in career development (LinkedIn Learning Report, 2019). Even if they don’t stay, helping someone leave better than they arrived is not a loss -- it’s a long-term win for your culture and reputation.

4. They’re Not Ready
   If you are not seeing potential, you may not be looking closely enough. Instead of asking “Are they ready?” ask “What are they ready for?” Underestimating potential limits everyone’s growth. The right challenge often reveals hidden strengths; sometimes people can’t be until they are.

5. Great Hires Don’t Need Development
   It’s tempting to think the right person in the right seat needs little to no L&D invested. But even the most talented individual thrives with collaborative development plans that include coaching, accountability, and encouragement. “Provide Top Performers with Growth Opportunities” is what Forbes lists as one of the 7 Best Ways To Keep Top Performers. High performers want to grow and sharpen their edge. Hiring well gives you potential -- development turns it into sustained excellence.

6. I’m Not Great with People
   Some leaders are rock stars at execution -- fast, sharp, effective -- and expect everyone else to operate the same way. They can be highly skilled at performing, but fear they don’t have the people skills to help others perform well. But people development is more about caring than anything else. Everyone is in process, and when you meet them where they are -- with patience, reasonable tact, and consistent support -- they usually respond well. You don’t need charisma; you need steady, patient engagement. If you resonate with this hesitation, investing in others may be a great opportunity for your own growth!

7. I Might Be Outshone
   Fearing that a team member will surpass you is often a self-worth insecurity rooted in comparison. Confident leaders celebrate others’ success and work toward helping them achieve even more -- caring about them and their power to make a difference for the company and in their world.

8. They Don’t Like Me
   Assuming a strained relationship precludes helping someone progress overlooks the fact that trust is built, not given. Communicating your earnest interest in supporting their progress may resolve misconceptions and help heal past wounds. Over time, consistent support dissolves barriers, forging stronger connections that benefit individual performance and team dynamics. Take courage and take your best shot at being helpful.

People development is believing in potential—yours and theirs—and choosing to nurture it. When you set aside excuses, you open the door to stronger relationships, higher performance, and a culture where growth is the norm. The effort you put into helping someone else thrive doesn’t just change their trajectory—it elevates the whole team.