Passion-filled Talent: Can You Describe It and Deliver?

Well, the experienced pros are generously weighing in on this topic. Lisa Gates even added her experience and unique viewpoint on Productivity at Lifehack.org.

So, You're Passionate About Singing--But You Can't

As he frequently (and accurately) does, Wally Bock "lobbed a wrench" with this:

"The discussion so far seems to take as given that if you have a passion for something you will be good at it. Anyone who has ever heard me sing would know that's not always the case. The challenge in the workplace is utilizing talent. Passion can be a booster for talent but it can't substitute."

Wally is right, of course. And that's partially why we're continuing the discussion. So let's get a couple of things out on the table now:

1. You can't be anything you want to be. Sorry.

Well, you can certainly declare yourself to be what you want to be, but that doesn't mean that you are. You can stand in your garage and go "Vroom-Vroom"  all day, but that doesn't make you a car.

Contrary to pop culture, faux gurus, and self-appointed sultans of self-esteem, you have legitimate, human limitations. Thankfully, you also have talents and gifts. That's where your passion will deliver the most--and best--results and satisfaction.

2. Describe your talents accurately and in business-related terms; your passion will appear focused and useful. Really--you don't want to consistently present yourself as a hyperactive love-struck teenager.

"Hire Me--I'm a People Person"

Let's start here with an example. How often have you heard someone (maybe you) start off a career discussion with "I"m a people person"?

What does that really mean, operationally?

Much of my practice is working with corporations and individuals to identify and use specific talent. So I'm going to spend the week using examples to demonstrate how to break down some common generalities and focus them in usable ways.

When someone says "I'm a people person" they often (but not always!) mean that they have a passion and talent for Helping. But Helping comes in very different forms:

1. Being of Service: Helping others to achieve their goals and meet their needs.

2. Counseling: Evaluating individual needs, desires, and dreams with sensitivity and empathy; doesn't necessarily offer specific, realistic solutions. Knowledge of detailed solutions depends upon education, professional training, and experience.

3. Reassuring and Supporting: Individually empathizing with another's frustrations, hurt, or anxieties. If this is a genuine talent, it should result in support and comfort, but not necessarily provide solutions to problems.

4. Tutoring: Assisting one-on-one in overcoming learning difficulties or disabilities.

If you look at these talents (all of which can generate passion), each has usefulness in organizations:

#1 is characteristic of effective trainers, coaches, and many managers.

#2 is clearly a talent associated with--well--counselors. Yet in business life, career coaches, managers, and organization development professionals benefit from having this as a talent.

#3 is what we all look for in life when we need a friend. It's not in great supply as an innate talent. But if you have it, you'll add to your value as a paramedic, nurse, doctor--any of the "helping professions".

#4 displays a great deal of patience, skill, and commitment.

Note: years of conducting these assessments show that it is possible to have  1, 2,  3,  or all of the above as a real talent. But it is not true that, if you see yourself as a Helper, you necessarily have more than one. So it's crucial to take time to  pinpoint what is an innate talent and  what isn't. And yes, you can become skilled in the other areas to support your work; but don't confuse adequate skill level with talent. There is a reason why people are outstanding at what they do, and it isn't because of "adequate" skill level.

I wanted to use this example to prod some thinking about becoming more intentional and specific when it comes to identifying the specific talents needed to successfully support one's passion. In this instance, if I claim to be a "people person" in the helping sense, then I should take the time to identify where my talents lie so I can be genuinely effective.

I've seen people with #1 through #3 placed in situations that required a #4. They had a desire to be helpful but no talent, desire, or patience to deal with those who have genuine physical, mental, or emotional limitations. Why did someone put them in that position? Because "She's a people person!" Why did the individual readily agree to the assignment: "Because I'm a people person (and that trumps everything!)".

You get the idea.

What's your experience been with passion and talent? I hope you'll take time to tell us and add to the knowledge base.

I'm looking forward to seeing where readers take this as well as adding more practical examples as we go along.

Comments

[Bill Peel]

Here how I see it. Talent (giftedness) tells me what kind of ammunition I have in my gun--what I am or can be good at. Passion on the other hand is emotional energy focused on something. You are not just passionate in general; you are passionate ABOUT something. So my passion helps me identify the target or where I need to aim my ammunition. That's how I see these working together. Taken alone, being passionate about something doesn't identify my best contribution to that arena. On the other hand, knowing WHAT I am good at doesn't tell me WHERE I should seek to invest my talent. Taken together they guide me to the contribution I was placed on planet earth to make.

[Jim Stroup]

Steve:

"your passion will appear focused and useful. Really--you don't want to consistently present yourself as a hyperactive love-struck teenager."

Thanks! - that sure helps me deal with this.

What comes to mind as I follow this dialogue is the story about the landscaping trick: pave the paths. Don't try to guess where people will want to go - don't even ask them, they probably don't know yet, either. Just watch where they wind up going (as you say, operationally), and then facilitate that.

[Lisa Gates]

I am loving this conversation. In one of the many "slashes" in my career path, I was an actress. I saw MANY people whose passion went hand in hand with a lack of talent, and the worst part about it all was that they had no self awareness. It's like American Idol when the preamble conversation is rock solid, and the delivery is abominable. Bottom line is that we must all at some point perform a ruthless self inventory, and perhaps even pair that with a request for straight talk from mentors (colleagues, etc.) to get a 360 read. I know this is often a tool in org consulting, but it's a useful tool in one's personal life too.

[Jackie Cameron]

Great discussion! Looking at this from another angle I have never heard someone say that they themselves are a "people person". This is more often how others describe them - often (sadly) to absolve them of taking responsiblity for emotional issues that come up eg bring Jane in on this - she is such a people person -she will know what to do. That said, I agree with the 4 aspects of helping listed above. For me each or all of those would be supported by the person's passion for interacting/communicating/forming relationships - to enable to them to deliver.
Jackie

[peter vajda]

Hi, Steve,

I feel Bill Peel points to an important distinction in his comment. I offer another, related one. In my coaching work, I make the distinction between passion and purpose.

Steve, you write, “I wanted to use this example to prod some thinking about becoming more intentional and specific when it comes to identifying the specific talents needed to successfully support one's passion.” I would say, “…to successfully support one’s purpose”, i.e., why I’m on the planet.

For me, too, passion is energy, emotional, physical, mental and psychic and, often, spiritual. Passion is the drive that supports me to engage in, and focus on, my purpose. Passion supports me to energetically and intentionally engage in my purpose (e.g., 1,2,3,or 4) during the day, on one level, and be a continuous learner, strive towards self-actualization, look for ways to continually improve on what I do and how I do it (purpose), on another level, learning and personal and professional growth.

Another wrench, I’d like to throw in, is that passion, in my experience, can be as much self-limiting, self-destructive and self-sabotaging, and hurtful to others as it can be self-supporting. It depends on how one chooses to channel their energy, their passion.

Passionate folks dress up and go to sporting events to engage in harassment, uncivil and disrespectful and hurtful behavior in the name of “I’m really passionate about my team.” Colleagues can unfairly judge others, be byllying, gossip, be rude, demeaning and disrespectful about others’ perceive lack of skills and talents in the name of “I’m really passionate about why I do and why do you have to be so stupid!” They feel their passion allows them to be disrespectful. Folks can be passionate about coming home at night and binging on alcohol or food or medical or non-medical drugs. It’s all energy. Toward what "end", purpose?

So, for me, the bottom line is toward what end is one channeling one’s passion. It is positive, supportive of one’s self, others and humanity? Is it negative, self-destructive or harmful to one's self, others and humanity?

Passion does not automatically assume one is humble, emotionally intelligent, good at relationships, acting in integrity, honest, even skilled or talented etc. Passion is just energy. For me, purpose completes the passion equation and gives passion a "raison d'etre".

Early on in my coaching career, I used to say that folks like Tony Robbins were good marketers for me (before he really got into "purpose" work) Why? In those days many folks would attend his seminars, become highly energized (passion), come home after a charged weekend, open the door at 9:00 Monday morning and say, "Now what?" (no purpose). So, for me, passion needs to be connected to purpose.

Thanks for this wonderful series on passion.

[Steve Roesler]

Bill, your path leads to an important place (in my belief system). That is, "For what purpose am I here?"

In order to answer that question, one must answer a number of others. Until those are satisfied, there will remain a sense of discontentment, a signal that one's search is not yet fulfilled.

And doesn't making a "contribution" more than imply that satisfying focus will actually be outside of one's self, vs. satisfying the self?

Film at 11 :-)

[Steve Roesler]

Jim, I'm glad that this is developing in a way that brings perspective to the term and the topic. I think the very use of the word in the context of work and performance can be easily off-putting in the absence of contextual definition.

You say, "Just watch where they wind up going (as you say, operationally), and then facilitate that."

Indeed. Now that is bona-fide talent management, eh?

[Steve Roesler]

Hey, Lisa,

Is that your 8x10 glossy on the MyBlogLog sidebar:-) ?

You know, your depth of experience shows through in your own writing as well as your comments. And the entertainment field is certainly a place where you can find lots of passion matched with the absence of attendant talent. Interestingly, you can also find lots of passion andtalent that is never recognized, "discovered," or given a legitimate shot. (I spent many years in that arena--we should find a way to compare notes).

Your suggestion for a ruthless self-inventory as well as straight-talk from colleagues would be a blessing for many. In my experience, it's tough to come by, regardless of the kind of work you're doing. There seems to be almost a dichotomy when it comes to "feedback": you either get those who lob softballs for fear of "hurting your feelings" (thus hurting your career), or others who decided to dump some past sin and walk away (thus hurting your feelings). Neither helps with an accurate assessment.

What have you done to get a decent amount of accurate, useful feedback? Inquiring minds would like to know.

[Steve Roesler]

Jackie,

Here in the States "I'm a people person" is a common thing to hear during job interviews. (For me it's also become a red flag).

I hadn't thought about the example that you give about bringing someone in because "she's a people person" as a way to avoid responsibility for emotionally-charged issues. Am going to keep an eye out for that. Thanks.

What's the take in Scotland on the whole "passion" thing?

[Steve Roesler]

Peter, I am not going to dishonor such a complete thought by attempting to add to it for the sake of protocol.

Thank you.

[Jo]

I'm pretty uncomfortable with the term passion - Catholic education perhaps. Actually there should be a passion play near you soon - it is the Easter play as the nativity play is to Christmas. Otherwise passion is not something one exhibits in public!

When people use passion, they often mean a hobby or even a past time - so something they do outside work. I do many things very predictably outside work and I'm uncomfortable if I can't do them, but passionate? That goes to far. So I tend to inwardly groan and realize I am in place where no one is very passionate or even enthusiastic about anything - and I talk about the dog I was very fond of and shouldn't have been because she was a bit of a handful and an embarrassment for a psychologist! Loved her dearly. People who have passions like that. People who don't inwardly groan and think here we go!

I was put off the people person phrase by a hotel manager who wouldn't hire anyone who said that. He made the point that people don't behave very nicely in hotels. You need to understand people and know how to make them happy but you are unlikely to like them when you see what they get up to.

So I might say that I am very motivated by people. I will do things for other people that I won't do for myself. And I can give specific examples. I can say when my interest in psychology began and how it has changed. I can also say I have a knack for organizing, which very few people have (the third of Katz's skill areas - technical, human and conceptual). And I can give examples but I have never met an employer who looks for that. I can also say I am introverted and need time to recharge my batteries. Employers hate that!

I would be concerned by someone who says they are a people person. If I were interviewing I would be puzzled why they would say it. It's too vague and de-contextualised. It would be like a chef saying I am a food person. Or an engineer saying I am a tools person.

Mostly I hear the phrase in the negative - s/he is not a people person. S/he doesn't tolerate fools gladly!

Hope that helps!

[Jo]

That was long!

I liked Jim's idea of laying the path were people walk. I like using assessment to help people to see where they walk. That way if we turn them down, the time and effort they spent on us still has value.

I like the phrase. I haven't heard it before.

[Galba Bright of Tune up your EQ]

Peter Vadja has done a great job of outlining the many facets of passion. Jo, I wonder why introverts seem to get a bad rap at interviews. Brian Tracy says that some of the world's best salesmen are introverts. Their listening skills and ability to observe the behaviour of others are tremendous assets.

[Steve Roesler]

Good point, Galba,

As a life-long introvert, I get my energy from thinking, examining, listening, and then speaking when there seems to be a point to be made. I've been a Sales Manager and one of the things I enjoy most about my business is the face-to-face selling part. What Brian says is, indeed, true: People with that preference tend to hear more of what is actually said and respond appropriately.

In the vernacular of Push-Pull marketing, extroverts appear to thrive on the face-to-face "push" approach; so they may excel at quick, "will-that-be-cash-or-charge" transactions. Introverts do well in process sales that require listening to different viewpoints, hearing what is actually said, and playing back the key points.

Both can be successful--as with everything in life, the right match for the right situation comes into play.

What's your experience been?

[Linda Zdanowicz]

Steve, In my present workplace I started out as a dental assistant, a position that I had great talent and passion for. After 5 years I was asked to manage the practice, something I was not at all sure I had any talent for, never mind passion. During my first struggling months and even years, I found myself looking at the assistant and bemoaning that my days of talent in and passion for my work were over. Then I wondered if I could get out of my own way and allow myself to develop passion and talent for managing. What a difference that made. First, I asked myself some questions. Who? Why was I asked to do this when I was so good at that? A mistake on my boss's part? No, a sign of faith. Ok, why? I was a great assistant, he felt as if we shared the same brain. After working with me for 5 yrs. he believed he could trust me to direct his practice. I realized then what an honor I'd been given. Finally how? How could I change my thinking and develop passion and talent for managing. And the answer was by developing a purpose. It was by taking me out of my focus of concern and placing my boss, the patients and the staff, all of whom trusted me consciously or unconsciously to make it all good, into my focus. Once I did that and saw improvement in production, service and satisfaction for all, I had the answer to what was in it for me. A huge sense of satisfaction and honor.

[Steve Roesler]

Linda,

What an honest and stirring example of what happens when a person takes time to ask "Is there another--a bigger--purpose for me here?"

Your boss clearly did have faith in you and your capability. Such trust isn't given lightly by conscientious business owners.

You really touched me (and the soul of the issue) when you expressed your realization of the honor you'd received. Your description of what followed underscores what happens when we take our eyes off of ourselves and focus on:

1. The larger purpose being revealed

2. Putting ourselves in the services of others; and trusting the trust that has been placed in us.

Linda, thanks so much for sharing your story.

[Mark Howell]

You've got a great discussion going here Steve! Love the interaction.

I've found that a person needs to be both fruitful and fulfilled in a particular role for them to be the right fit. They can be either or both. Passion without talent seems to be similar to the person with real fulfillment but no fruit. The flipside is also possible. To be very fruitful but hate doing it doesn't lead to a long-term engagement.

To your discussion, I've definitely found it possible for people to be very passionate but have limited or no talent for the specific activity (no fruit). At the same time, I've have a number of interactions with people who had passion for a specific activity and by simply helping them move into a different aspect of the general activity they were able to have an effective role (fruitfulness). For example, the person who has a passion for singing but no talent may be better suited for the role of a producer, director, or administrator in the music industry.

[Steve Roesler]

HI there, Mark, good to see you!

Your wisdom about "related subsets" is spot on. In fact, part of the process that we use here in our practice focuses on just that. I have been trying to get high school and college career counselors--as well as HR folks--on board with this sort of discernment.

As you point out, a "singer" may really only be familiar with that aspect of entertainment. But with guidance from people like yourself, if you raise the level of thinking from "singing" to "entertainment industry"--then help them understand and learn about the other roles involved--an entire world of "best fit" possibilities come to the surface.

One day I was thinking about this part of our work. It dawned on me that people come to us hoping that we will use a magic funnel to help them come up with an "Aha!" Yet what we really do is turn the funnel upside down to show the options toward which their passionate energy can be channeled. That not only provides more hopefulness but leads to an area that bears fruit.

Thank you, Mark.