Is personality development an organisational task?

Conflicts in modern people development

A large event space. A so-called speaker stands in front. People are cheering; hundreds are clapping, dancing, and mantras are being recited.

Photo by Skye Studios on Unsplash

No, these events do not belong in the organisation. However, these events also have nothing in common with personality development. These events, which are more like a concert experience and lack any substance, belong to the toxic self-help industry. The “getting on the next level” is sold, a never-ending spiral of pseudo-development.

What about personal development in a serious way?

Is personality development a private matter, or is it one of the organisation’s tasks?

Serious steps

The answer to the existence or non-existence of a serious approach to personality development is given by science. Often located in the department of psychology, at some universities in the department of education or andragogy, science has been dealing with personality development for a long time. For you as an organisation, it will be essential to invest in serious offers. Otherwise, you open up an omnipresent problem: how do you want to justify the refusal of funds when the staff sees the management hanging out at sing-dance-clap events and all this during working hours?

Whether personal development is serious and belongs to the organisation’s tasks can therefore be answered: yes.

Need & Assessment

Determining needs is all the more difficult in this area, as people are rarely, if ever, at the same stage of development with the exact development needs. A multi-stage process is necessary here. A seminar can provide a good entry point. The person leading the workshop must have the practical experience and a scientific foundation in the subject. Motivational slogans do not help anyone, especially as those in complex systems offer an over-simplified and, therefore, non-functional answer. To be enthusiastically put under motivation, often by pseudo-target writing or the like, does not last 72 hours. Therefore, such a seminar serves primarily to provide orientation, direction, and the creation of foundations. Subsequently, the fine-tuning is to be done with appropriate coaching.


“Personal development is a private matter” is often said by certain managers, especially those who could not take advantage of such offers but needed them all the more.

Ask such people a question: do your employees bring their personality to work, and is it used daily in their interaction with others? — If the answer to this is YES, which is the case, then the area could hardly fall more clearly within the organisation’s remit. Look at it positively: if you are actively involved in shaping the organisation, you can also moderate, influence and actively participate in shaping people’s personalities. You certainly have no interest in employees who fell into sect-like esoteric motivation traps to spread the unscientific and unfounded nonsense in your organisation afterwards. Every human being has a personality. It is impossible not to have a personality. Therefore, helping employees develop their personalities is the organisation’s task. This momentum, at least, is the case if you are interested in ensuring that people do not see working with you as just a stopover for moving on elsewhere.

More on the topic of personal development as an organisational task in this week’s podcast: click here to listen and learn.

Do you care about excellent personal development for your employees?
Let’s talk:



Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store
Niels Brabandt

Niels Brabandt


Niels Brabandt is in business since 1998. Helping managers to become better leaders by mastering the concept of Sustainable Leadership. Based in Spain & London.