Wednesday, August 01, 2007

Rewarding Strengths

I read an interesting article the other day that got me thinking. Could it really be true that the most creative way we've come up with to reward people for excellence in a role is to still move them out of it?

Sure this is okay for some people, but not for all. Part of what we need to do in leadership positions is to come up with ways to help others pursue more prestige and growth, but that this does not have to be done only by moving out of their role and gaining more respect.

First of all, if someone is good at what they do in one area, it doesn't mean you can move them into another position, except them to grow, and do a) enjoy it or b) have the skill set for it. I think one of the biggest misconceptions is that where someone is weakest, that signals their biggest area for growth and place where they can truly develop and be successful. That sounds like baloney to me. The myth here is that a well rounded person is a better asset, when in fact experts and specialists really bring unique skills sets.

Bottom line we need to get rid of old ideas and assumptions. It's time to realize that

1. Each person's talents are enduring and unique.

2. Each person's greatest room for growth is in his or her areas of greatest strength. (This is the potential threshold).

These are two excellent points to think about. Leads me to believe that yes, in fact, I am going into the right graduate program. (Thought: I don't have to be amazing with numbers!)

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