AdvantEdge Joy@Work Podcast:
AdvantEdge Joy@Work Podcast:

Episode · 1 year ago

The Paradox of Potential

ABOUT THIS EPISODE

Potential is much more than just knowledge or the ability to score well in exams. In this guide we’ll consider what are the components of potential so that we can distinguish between them and choose to develop those that will provide you the greatest chance of succeeding in your endeavours.

Leadership advantage isn't some magic trick or silver bullet to instant success, but we're sharing the trivia, tips, Tales and troubles of the behavioral neuroscience of expert leadership so that you can unlock your talent, unstuck your true potential and unleash your performance so that you can have joy at work and your team has unity of cohesion and effort to achieve good success. The paradox of potential on becoming all that you can be. I vividly remember my school term report from my art teacher, John shows a no potential whatsoever for art. I knew that wasn't any good heart, not in any conventional sense anyway, but he's heard. I was eleven years old. I put my aspirations of being the next Handy Warhole on the hold and only dared take up cartooning the tender age of fifty five when I found a great teacher. Huh, seems that I did have some potential after all. Or all, was it the teacher who lacked potential? Potential has a noun. It means latent qualities or abilities that may be developed and lead to future success or usefulness as an adjective. Potential is having or showing the capacity to become or develop into something in the future.

It's important to be clear because potential often gets confused with talent and mixed up with drive, ambition and confidence, and, possibly worse, it gets confused with high academic grades. Potential is much more than just knowledge or the ability to score well. In exact purpose of this guide is will consider what are the components of potential, so that we can distinguish between them and choose to develop those that will provide you with the greatest chance of succeeding in your endeavors. To do so, I'll introduce you to the components of potential so that you can and stuck those areas that may be holding you back and pay off. This will provide you with a road map to unstuck and develop your true potential to achieve your success in life and work. When I was growing up, like parents, teachers and other adults perpetuated a myth that if I did well in school, that this would enable me to go to good college or university and thus get a good job. Doing well in school meant getting a grade. Anything less was not so good and would inevitably mean I was doomed for some subpark career and less success. Personally, I wasn't that bothered. I looked at all these adults with their successful careers and saw how miserable they were. That wasn't the type of success that I was after. I'd rather...

...do something I enjoyed, found meaningful and with good enough to earn a decent living. These decades later and I see the myth perpetuates that good grades equals high potential and competence. And competency are often confused with confidence, drive, ambition and other qualities or capacities like connections money. Often they're deemed more important than abilities in determining if you are high potential. Let me introduce you to the components of potential. So your true potential is much, much more than how much knowledge you have. To our extensive research over the past four decades, we've identified six significant components of potential that, individually and together, make a difference in your future success. On the show notes you'll find a fabulous diagram of some cogs, so I can clearly show you how these interact with each other, but let me just go through them for now. One is knowledge. It's what you know and how much you know too. Skills and abilities, what you can do, both technically, your competence and behaviorally your competency. Third Laboring of relationships and connections. To whom are you connected, who you know and who knows you? Fourthly, you've got your resource. Is what resources you have. That include money. Fifthly, we've got time,...

...how well you manage your time and prioritize and sixth place, location, where you are in the world and what access you have to other places. The importance that other people place on each component determines how they perceive your true potential. There are other elements of who you are and what you do that do matter to some people and that can play a critical role in their perception of your potential, and this includes your race, your ethnicity, your nationality, your gender and your religious affiliation. Now, these may be prejudicial biases. However, they remain a real factor of how some people perceive others and their potential to perform and be successful. Not what you know or what you do, it's who you know. I think I heard this used from my godfather, who had been captain in the British Army. I've heard it many times since, and I'm sure that you've heard it many times as well. We hear it a lot because it brings true to our experience in life. It is a sad reality that there are a lot of leaders in all sectors of society who appear to lack the skills and abilities to lead or manage well. You've almost certainly had the pleasure of working for such an organization. These individuals are often held out as examples of people with high potential, often because...

...they managed to score very well in some school or university exams, more often because they are wealthy or connected to someone higher up in the organization or related to somebody important in society. For some, it's because they are adept at the skill of politicky and choosing to build the relationships that will and do further their career. For others, they were simply at the right place at the right time. Is this fair? Well, not for anyone who hasn't been blessed with being born into the right family in the right place, with the access to those relationships, wells and the best schools, etc. But you can develop your potential in these areas. But the phrase isn't quite correct. It's not what you know or what you do or who you know, it's who knows you. Feed back. In the day it was the old boys network. If you were in fantastic, if you were not tough, and you might think that this is dead and buried, or should be. Not so fast, Young Padawan. It's alive and well. I've sat in on many senior management meetings or an open position is being discussed and the question raised is rarely who has the right knowledge and skills to be the best candidate for this position. The question presented is along the lines who do we know who? If you want that position, you need to be known by the right...

...people. If you want to be successful in that position, you will also need the knowledge, the skills, the abilities, the resources, the relationships, time and be at the right place. But before you go embarking on your rate networking gold rush, think about this. It's easier today than ever to become known, even inst famous, though perhaps being known for being known isn't quite what we're after. Known in professional circus circles should be the right ticket. Well, in the early noughties began the great networking rush. B and I had been founded by Ivan Miser back in the mid S. freemasonry began way back in seventeen seventeen, but it was the launch of linked in in two thousand and three that made networking accessible across the globe. FACEBOOK launched in two thousand and four, and in two thousand and six we heard our first tweet. Connections, followers or friends became king. However, having thousands of connections to virtual strangers, he's only useful if the right connections know you and critically remember you when that opportunity is presented, and more often than not you've previously done something for those individuals. I call such people my Butler's as in the Butler or the cupbearer in the story about Joseph in Genesis, chapters...

...forty and forty one. I continue to be shocked when I hear from an old connection who's been out of contact for a long time, busy with their very successful career, and then they suddenly reach out asking for work or an introduction because, well, they've lost their job. So he's a great tip. If you want others to help you when you may be in need, help them now while you can and keep in touch regularly. I think it's Walter Wincham, who's credited as saying is a scandal master on on a life philosophy. It pays to be nice to the people you meet on the way up, for they are the same people you meet on the way down. So how do you go about getting that job at age q? Many of my coaching clients over the years embarked on their coaching in part to prepare them for getting and keeping a prized role in the company headquarters. They already possess the technical knowledge, skills and abilities to get to here, to their current level. They have a high tech or technical roan and this is what got them to their current position. They often have some key mq managerial quotient and lq leadership quotient that helped to get them here. But get there they need something more and in particular, they need to be known for what they are capable of doing now and in the future by the very people who will be determining that future. That is they need the right people APP HQ to know...

...them and respect what they are capable of being and to trust that they will look even better for backing this person and that the organization will benefit. In short, you need to be purposefully strategic in building and maintaining your relationships. So what is the paradox of potential? Well, I've seen this in many organizations and governments. The brightest and best are identified by school or university, Grade School as part of the high potential pool. There's some fanfare, a suite of training programs, perhaps NBA is, are taken and the High Pos are promoted. Meanwhile, the non hypotential morale has sunk. Many of quit or actively seeking new positions. Commitment has dropped and performance suffered. The High Pos, being initially highly driven and very well paid, take this upon themselves and make up for the loss, working extra hard and many burning out. It follows a new initiative to regained work life balance and a big drive to retain hype potentials. The non hype potentials see grade average meantime. That found new roles in more forward thinking and egalitarian organizations or founded a possible Unicorn and look too higher. Good workers, people who can read well, memorize well and test well and follow process. That would be the a students. The...

B students end up in the government, because the government don't want free thinking, creative visionaries in what is essentially an Admin job and they can't forward the a students. Why? A students work for sea, students and might be students work for the government, wrote Robert T KAIAWASAKI in his rich Man's guide to education for parents. Potential is not just good grades, nor is it just your skills and abilities, nor is it just relationships, nor just how well you manage your priorities in time, nor just what resources and money you have at your disposable and nowadays, with virtual and hybrid working becoming normal, your location matters a lot less. Your true potential, of the latent qualities and abilities you have that can be developed for your future success, that is your true potential, is a simple case of knowing and aligning what you have now can be developed, and what you want to be doing in your future success. So on developing your potential. Well, being purposefully strategic in building and maintaining a relationships is not the only area you need focus attention. It is critical in this world, but all of it is moot if you lack the skills you need to be successful in your chosen future role. Your first step is to know where you are now and where you want to be. We have some tools, assessments and techniques we use to help our clients and I'll be sharing some of these with you in how to unstuck your true potential.

Come back for that next edition. How to unstuck your true potential. Visitors over a leadership advantagecom and do share this with anyone who would like to have some joy at work be blessed by by thanks for listening to this edition of the leadership advantage if you'd like to learn more how you can unlock your talent, unstuck your potential and unleash your performance so that you can have joy at work and your team can have cohesion of unity and effort for good success and visitors at Leadership Advantagecom.

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