Success looks different for each person—as does fulfillment.

• Organizations usually put so much weight and focus on the need to grow into a leader that they're failing to see that individual contributors often lack a unique plan to help them forge their path to success.
• Making sure your individual contributors are heard and seen is vital. Leaders are great for seeing the big picture and creating a strategy, while your individual contributors are great at understanding the mechanics and nuances within the strategy.

You need to identify who your leaders are and who your individual contributors are early on in the process. 

Failing to do this is going to create a lot of frustration for you and your team. Sit down with them and ask what they enjoy, what gets them excited for work, and—this is important—what they aren't interested in.

There are a million opportunities left, right, and center.

• An individual contributor doesn't need to be stagnant in a cycle of repetitive tasks. Give them the opportunity to manage projects from start to finish. Or you can expose them to different areas of the business where they can contribute, while also expanding their knowledge and skillset.
• Recognize their efforts. As they manage more projects and take on more responsibility, the pay and title should reflect that. Growth isn't only about leading people—it's about responsibilities, skills, pay, and title.