Steve: I will stay out of the shade and in my talent/strength sunshine. I often like to rephrase a bit of poetry: Grow strong along with me the best if yet to be. David
Wally Bock
· 1 year ago
Nice variation on Browning, David.
Cory Garrison
· 1 year ago
Steve,
Relevant and timely advice...just when I needed it most. I'm starting my "Independent Life" June 1. Finally using my talent in the right way! Good post!
Cory
Wally Bock
· 1 year ago
Great post, Steve. It reminds of some words from Longfellow that I first heard quoted by Rosita Perez: "Do not die with your music still in you."
Steve Roesler
· 1 year ago
Thanks, Wally. And thanks for the citation. I had heard that line before but didn't know the source.
Steve Roesler
· 1 year ago
Right, David. Hiding one's light under a bushel doesn't give anyone the benefit of the glow!
Steve Roesler
· 1 year ago
Cory, glad the timing is significant. The other commenters here--as well as myself--have been "independent" for as much as 30 years.
Much success. . .
Ann Bares
· 1 year ago
Very wise advice, Steve. It takes some of us so very long to figure this out - or even realize the difference that the right venue can make for us. #2 is especially important for the entrepreneurs - discovering and then sticking with the clients that understand and appreciate the value you deliver. Thanks!
Steve Roesler
· 1 year ago
Ann,
I would imagine that as you look at the performance management part of your practice, you recognize matches and mismatches. Not lack of talent, but lack of congruity with the organization.
This is an area that my clients are now taking quite seriously. The extra bit of time, assessment, and discussion ultimately serves everyone well, be it a hire or internal move.
Robyn
· 1 year ago
Definitely resonated for me, though I am still trying to find a way to use my talents. To my mind, talent is worthless unless it is put to good use. To find a direction, that is my challenge.
Steve Roesler
· 1 year ago
Right, Robyn, that's a discussion we had here not long ago.
Here's an (unsolicited:-) suggestion: Start doing something close to what you think you want to do. You'll find out pretty quickly what you need to do to fine tune it. In the absence of action--or divine intervention--it's impossible to get a good read on things without an experiential base.
Chris Young
· 1 year ago
Steve - good stuff here... I think so many of us are too focused on what we aren't good at and trying to improve it that we fail to recognize what we are good at and fail to recognize our real potential.
I see the same thing in the workplace everyday - managers are too busy trying to "fix" Bob that they totally overlook what Bob is best at and how his unique talents and skills can be best utilized within his position or elsewhere within the organization.
Steve Roesler
· 1 year ago
Chris,
It's that "fix" thing that finally got to me over the years. I watched the futility of that across the board: "Phil has this gap that he has to close here, here, and here." Well, Phil is never going to close that gap. He may get better, but if it's not in his "toolkit of life," that's not where his star will shine.
Viewing people using a gap analysis is useful to give them information on which they may choose to act. Expecting to "close" the gap is human engineering. We've already been engineered; the beneficial task for managers and organizations is to recognize the "product" accurately and hire/assign accordingly.
All Comments
I will stay out of the shade and in my talent/strength sunshine. I often like to rephrase a bit of poetry: Grow strong along with me the best if yet to be.
David
Relevant and timely advice...just when I needed it most. I'm starting my "Independent Life" June 1. Finally using my talent in the right way! Good post!
Cory
Much success. . .
I would imagine that as you look at the performance management part of your practice, you recognize matches and mismatches. Not lack of talent, but lack of congruity with the organization.
This is an area that my clients are now taking quite seriously. The extra bit of time, assessment, and discussion ultimately serves everyone well, be it a hire or internal move.
Here's an (unsolicited:-) suggestion: Start doing something close to what you think you want to do. You'll find out pretty quickly what you need to do to fine tune it. In the absence of action--or divine intervention--it's impossible to get a good read on things without an experiential base.
I see the same thing in the workplace everyday - managers are too busy trying to "fix" Bob that they totally overlook what Bob is best at and how his unique talents and skills can be best utilized within his position or elsewhere within the organization.
It's that "fix" thing that finally got to me over the years. I watched the futility of that across the board: "Phil has this gap that he has to close here, here, and here." Well, Phil is never going to close that gap. He may get better, but if it's not in his "toolkit of life," that's not where his star will shine.
Viewing people using a gap analysis is useful to give them information on which they may choose to act. Expecting to "close" the gap is human engineering. We've already been engineered; the beneficial task for managers and organizations is to recognize the "product" accurately and hire/assign accordingly.