Encourage your candidate to ask others for 360º feedback regarding his willingness to progress. What are his strengths and what could be improved? Discuss the results with the candidate.
Evaluate with your candidate what the organization’s goals are and how these influence his personal development. Discuss whether your candidate can learn or develop certain elements that could help attaining these goals.
During performance interviews discuss your candidate’s wishes and possibilities for the future: in what area does he want to develop? Ask him to write a personal development plan with SMART objectives. Have progress interviews with him regularly (e.g. every three months).
Create an open learning environment in which mistakes are allowed.