My day as a leader-- employee development

In the paper airplane construction activity, I was assigned to be the leader of a group. Given the problem that the market expects products of quality, quantity, precision, and uniqueness. And given the nature of employees that I have in my company, 2 veterans with high competence and low commitment, a new employee with 6 months experience who has little competence and high commitment, and a employee with 1 year experience who has average competence and commitment.
Based on the market expectations and resourced that I had, I decided to have my veterans to be my research and development people. First I asked them to build prototypes for my mass production people to mass produce. And then I gave them freedom to utilize their skills and creativity to design new models, adding modifications to the existing models, and develop new ways of making paper airplane. I applied supportive leadership to my veterans giving them encouragement, freedom, and avoid making them do mechanical and tedious work, to utilize their skills(strength), and tried to build up their commitment(weakness).
And then I had my 6-month-experience employee to be my mass production person. Because during the process of mass produce, our newbie will be able to master the basic paper airplane making skills. Also, the newbie is the number one passionate about folding paper airplane in my company, so he is the best fit for mass production. Although, tedious work might wear down his passion for folding paper airplane a bit, it is still worth it to make him mass produce airplanes for the benefit of the company(quantity) as well as his own good-- building competence.
Eventually, my 1-year experience employee. I let her to participate in every process of the company's operation. She was teaching my newbie the folding skills, while consolidating her own competence. She was an apprentice in the research and development department with my veterans, seeing the company's future, exercise her creativity and hopefully boost up her commitment even more.
In all, I believe the key to employee development is seeing employee's potential and also know their strengths and weaknesses. And by assigning them to different positions, also by applying different leadership upon them, try to utilize their strengths and better their weaknesses.