As a lead you have to care about retention as well. People leave jobs when they feel like they are professionally stagnating (or worse, they stay), because for a software career, stagnation is death and everyone knows it. And high turnover will wreck your ability to deliver.
So, you have to strike a balance between getting stuff done and taking care of your people in terms of professional development and growth.
It's ok, most organizations fail at it. The "90% of everything is crap" rule applies to managers as well.
In that case you are going to find that you quickly lose your best devs. I'm not saying that resume building should be even within the top 5 priorities, but you will want to at least keep it in the back of your mind. It's a balancing act.
Otherwise the solution is to crunch-time people into oblivion and and quickly replace them when they burn out. Not exactly sustainable
Your job is whatever you agreed to when accepting that job.
Some companies require managers to aid in the technical development of employees, some don't. Some provide a lot of latitude in how that's done, some don't.
I'm not sure why you think that striving only to achieve business objectives could be considered to be a moral duty. Are you perhaps perhaps thinking of fiduciary duty?
If a company decides that technical development of engineers is good for retaining engineers and you as a manager refuse to do that, then no moral argument is going to help you when you get dinged in your performance review.
edit: Upon rereading the thread, I suspect that we may agree more than we disagree. My comment was directed at asknthrow's comment and I wanted to make the point (which other posters have more eloquently made in the meantime) that if technical development is part of your job as manager, you don't have a choice in the matter and your job is not just "to lead the team in the most effective direction in order to fulfil business objectives" (to quote asknthrow).
For sure. To be clear, I mean that regardless of what your bosses say you have an obligation to the people you manage. Obligations do not only run upward. (This is something bad managers often do not understand.)
NOPE. First and foremost, you work for yourself. Employers come and go. If you are sacrificing your resume to meet your employer's "business objectives", you could end up with a dead worthless skillset.
A balance has to be achieved. Obviously we can't sit around all day rewriting simple things in our pet language of the week...but employers need to understand that a good developer will not let their resume atrophy.
The days of the twenty-five year stint followed by a gold watch and a pension are over...you simply cannot put your employer's needs ahead of your own anymore.
So, you have to strike a balance between getting stuff done and taking care of your people in terms of professional development and growth.
It's ok, most organizations fail at it. The "90% of everything is crap" rule applies to managers as well.