There is no limit to human potential; however, it’s the mindset, culture, traditions, outdated rules that sets a limit on that unlimited potentiality.
The importance of potentiality management depends on how and what the organization is utilizing the potential for and how to invest and unlock collective potential to generate value for benefit people and societies.
Vision: Vision is a foresight; the guiding light through which people can see themselves and their work reflected in it. Vision is the future you want to realize from a coordinated effort. It is a clear choice among future scenarios that unlock potential. The vision if understood in this perspective becomes a reality achievable.
Vision is a motivational act people plan to see happen in life; it is about shaping an idea or tapping latent talent that comes with a commitment to push it through personal dynamics, gut-feelings, and determination. You have a vision of what you should do to make that happen. The way to keep the vision fresh is to align each newly assigned task with its specific value and purpose towards the final vision for potentiality development.
Passion: We are all different, with innate potentiality, unique vision, gut-desires, passion. Vision makes you feel passion about what is going to happen - the opportunities; passion further drives people to plan and take action for reaching the vision. Are you passionate about learning new knowledge and skills? Where your passion is flowing toward perhaps makes the best clue for discovering "who you are," and how to tap your talent.
It takes passion to fuel energy and overcome obstacles in reaching clearly defined goals; it takes passion to learn, grow, fail forward or start over. So passion seems to help “brighten the future,” keep people engaged in discovering themselves, unlocking their potential. Passion aligned with capabilities and meaningful work release positive energy, accelerate professional growth, and unlock future performance.
Goals: Ask the big why and discover the purpose. Setting goals to develop talent, sharpen skills and build professional competency. Asking the question "why" we are pursuing something before and during our pursuit will always test whether the goal or objective being worked towards is a valid one.
A goal is a driving factor, an ambitious goal setting stretches up, boosts people’s creative energy to learn, and comforts a vision for a better state. Ensure having a goal that has the purpose first, then measure it in a smart way. In a group setting, the team member's mental picture of the goal line is refreshed and they can see the part they play in the overall success of potential development.
Guidance: Guidance comes from within for talent development, self-management. Professionals have their set of guidance to shape growth mindset and instruct their actions for making continuous improvement, encouraging talent growth. The right level of guidance is important for doing gap/impact analysis, defining where and how to bridge the gap between potential and performance, and setting the right timelines to accomplish your goals.
To really add value, those guidelines need to be grounded in the context of the knowledge, and instruct people’s attitude and behavior; recognize what is best to think and do, refine knowledge via the full learning cycle, in relation to potential development and self-development,
Accumulated professional & life experience: There is positive or negative experience; experience can either advance or stifle you to move forward. Gaining new experiences lead in the direction you want to go, and learning lessons from experience are helpful in unlocking future performance. If you have a fulfilling or upward career and enriched life experience, you are doing something you are good at, you have significantly high opportunities to unlock your full potential.
The experiences become a hindrance to unlocking your talent and making future progress when it stops you from gaining new knowledge, or relearn when necessary. Without enriched experiences and lessons learned, you cannot deepen your understanding of how to solve your set of problems more skillfully and make continuous improvement. Without discipline, you do not create a new state of awareness where the self is nourished through the experience of positivity and continuous self-development..
Knowledge & skills: In the world with “VUCA” reality, many professional skills are nonlinear. The more complex the world becomes, the more complex skill-sets we need to practice professional work. The skills that made you successful in the past cannot necessarily make you succeed in the new world if you do not continue to learn, relearn, re-skill, and build the next level of professional capabilities, to succeed in new situations.
To develop talent and unlock potential, it’s always important to have learning agility with humility to acknowledge what you don't know, gain fresh knowledge and build new skills, in the direction you want to go. In fact,the skills developed based on people’s natural talent are more easily scalable to build their unique professional competency. As they have to decide whether to learn and to what extent they decide to learn and practice to build their unique skill sets.
Resources: Resources are limited, often resource management becomes a bottleneck for developing potential and building learning intelligence. Without effective resource management, talented people simply cannot unlock their full potential, and organizations cannot improve their long term business competency. An effective resource allocation scenario helps to take advantage of resources effectively, optimize cost, set priority, allocate resources effectively, and make the level of balance in potentiality development.
Fine-tuning organizational processes of optimizing resources, specifically the processes to integrate, reconfigure, gain and release resources to match and even create market change. Collectively, it’s critical to mind the resource and investment gap of learning, keep processes transparent, and bridge talent gaps to enforce a holistic resource management discipline, unlock organizational performance, potential, and competency.
There is no limit to human potential; however, it’s the mindset, culture, traditions, outdated rules that sets a limit on that unlimited potentiality. Contemporary professionals today have to learn and relearn all the time. Professional potential development is something that depends on the individual's talent with all sorts of variables discussed above. Vision inspires you to move forward; passion does fuel your imagination, guidance steers you in the right direction; resources enable you to build capacity; knowledge, skills, experience, etc., are accumulated steps of the journey, goals stretch you up and keep you focused to generate value all the time.
Vision: Vision is a foresight; the guiding light through which people can see themselves and their work reflected in it. Vision is the future you want to realize from a coordinated effort. It is a clear choice among future scenarios that unlock potential. The vision if understood in this perspective becomes a reality achievable.
Vision is a motivational act people plan to see happen in life; it is about shaping an idea or tapping latent talent that comes with a commitment to push it through personal dynamics, gut-feelings, and determination. You have a vision of what you should do to make that happen. The way to keep the vision fresh is to align each newly assigned task with its specific value and purpose towards the final vision for potentiality development.
Passion: We are all different, with innate potentiality, unique vision, gut-desires, passion. Vision makes you feel passion about what is going to happen - the opportunities; passion further drives people to plan and take action for reaching the vision. Are you passionate about learning new knowledge and skills? Where your passion is flowing toward perhaps makes the best clue for discovering "who you are," and how to tap your talent.
It takes passion to fuel energy and overcome obstacles in reaching clearly defined goals; it takes passion to learn, grow, fail forward or start over. So passion seems to help “brighten the future,” keep people engaged in discovering themselves, unlocking their potential. Passion aligned with capabilities and meaningful work release positive energy, accelerate professional growth, and unlock future performance.
Goals: Ask the big why and discover the purpose. Setting goals to develop talent, sharpen skills and build professional competency. Asking the question "why" we are pursuing something before and during our pursuit will always test whether the goal or objective being worked towards is a valid one.
A goal is a driving factor, an ambitious goal setting stretches up, boosts people’s creative energy to learn, and comforts a vision for a better state. Ensure having a goal that has the purpose first, then measure it in a smart way. In a group setting, the team member's mental picture of the goal line is refreshed and they can see the part they play in the overall success of potential development.
Guidance: Guidance comes from within for talent development, self-management. Professionals have their set of guidance to shape growth mindset and instruct their actions for making continuous improvement, encouraging talent growth. The right level of guidance is important for doing gap/impact analysis, defining where and how to bridge the gap between potential and performance, and setting the right timelines to accomplish your goals.
To really add value, those guidelines need to be grounded in the context of the knowledge, and instruct people’s attitude and behavior; recognize what is best to think and do, refine knowledge via the full learning cycle, in relation to potential development and self-development,
Accumulated professional & life experience: There is positive or negative experience; experience can either advance or stifle you to move forward. Gaining new experiences lead in the direction you want to go, and learning lessons from experience are helpful in unlocking future performance. If you have a fulfilling or upward career and enriched life experience, you are doing something you are good at, you have significantly high opportunities to unlock your full potential.
The experiences become a hindrance to unlocking your talent and making future progress when it stops you from gaining new knowledge, or relearn when necessary. Without enriched experiences and lessons learned, you cannot deepen your understanding of how to solve your set of problems more skillfully and make continuous improvement. Without discipline, you do not create a new state of awareness where the self is nourished through the experience of positivity and continuous self-development..
Knowledge & skills: In the world with “VUCA” reality, many professional skills are nonlinear. The more complex the world becomes, the more complex skill-sets we need to practice professional work. The skills that made you successful in the past cannot necessarily make you succeed in the new world if you do not continue to learn, relearn, re-skill, and build the next level of professional capabilities, to succeed in new situations.
To develop talent and unlock potential, it’s always important to have learning agility with humility to acknowledge what you don't know, gain fresh knowledge and build new skills, in the direction you want to go. In fact,the skills developed based on people’s natural talent are more easily scalable to build their unique professional competency. As they have to decide whether to learn and to what extent they decide to learn and practice to build their unique skill sets.
Resources: Resources are limited, often resource management becomes a bottleneck for developing potential and building learning intelligence. Without effective resource management, talented people simply cannot unlock their full potential, and organizations cannot improve their long term business competency. An effective resource allocation scenario helps to take advantage of resources effectively, optimize cost, set priority, allocate resources effectively, and make the level of balance in potentiality development.
Fine-tuning organizational processes of optimizing resources, specifically the processes to integrate, reconfigure, gain and release resources to match and even create market change. Collectively, it’s critical to mind the resource and investment gap of learning, keep processes transparent, and bridge talent gaps to enforce a holistic resource management discipline, unlock organizational performance, potential, and competency.
There is no limit to human potential; however, it’s the mindset, culture, traditions, outdated rules that sets a limit on that unlimited potentiality. Contemporary professionals today have to learn and relearn all the time. Professional potential development is something that depends on the individual's talent with all sorts of variables discussed above. Vision inspires you to move forward; passion does fuel your imagination, guidance steers you in the right direction; resources enable you to build capacity; knowledge, skills, experience, etc., are accumulated steps of the journey, goals stretch you up and keep you focused to generate value all the time.
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