by Theresa Zimmermann, Featured Contributor
SOME OF THE MOST famous people who stamped an indelible mark on the world may have not done so had they been told they were not good enough. People like Steve Jobs, Michael Jordan and the Beatles did not fit societal norms but through will and determination they continue to survive the ages.
Of course these people were not failures. But, what if their passions were stifled and intrinsic motivators extinguished prior to them being exposed? Consider the talented individuals who may never be discovered. These are often those who have been controlled, brow beaten or rejected so many times that their internal desires get extinguished.
Consider for a moment the technical resources currently being used in talent acquisition. These are automated systems designed to weed out the seemingly weak while highlighting the seemingly strong. How can an organization be sure they are not passing over a diamond in the rough…someone who does not fit the so called “mold” but has much to offer, in a nontraditional sense?
Organizations have a sea of potential resources at their fingertips. All have intrinsic motivators that may, or may not be discovered and utilized. We hire individuals for the knowledge, skills and ability and then oftentimes put them in a job directing them on how it should be done. Employees are left with very little autonomy and as a result their intrinsic motivators remain undiscovered. The brand new creative, enthusiastic employee becomes just another cog in the wheel of the world of work. Leadership entrenches in day to day activities of the operation, unable or unwilling to take advantage of fresh ideas and allow employees to flourish.
The corresponding result? Continued disengagement by the workforce at a time in history when talent is so necessary for success. Can organizations really continue to prosper and grow with such stifling conditions? Consider for a moment that eight out of every ten employees want developmental opportunities. Opportunities to grow and get better, not necessarily for self-aggrandizement, but to help the organization prosper. Unfortunately, we come up short in this arena to the point that currently around 60% of current employees are willing to leave their current job to search for more. Not more pay but more involvement and more satisfaction. How sad.
It may be time for “molds” to be broken and stretched to a point of allowing a more diverse source of talent to grow, with corresponding growth afforded to the organizations in which they work. As organizations continue to voice their concerns over a shrinking labor pool, now would be the ideal time to develop talent rather than snuff it out. It’s time for leadership to seriously find ways to tap into the intrinsic motivators each person possesses and unleash the power of the talent that resides inside each of us.
