Thanks to a reminder from Dean Fuhrman, I'm adding an over-arching element that's in the Natural Talents slideshow but was left out of yesterday's graphic:
"What's the best match for you, organizationally?
Dean is a super-experienced executive and quickly logged in with this:
"I was wondering as I looked at this material. . . if there need be any thought of what environment one places one's talent, passion, and purpose? You know you could have a ton of those three, in just the right mix, and in the wrong environment it could be a disaster. A fish on land to mix metaphors."
If you are a fish who has ever been in an atmosphere that made your gills work overtime, you know what he means.
In what kind of organization will your talents, passion, purpose, and personality best fit?
I've found that a helpful way to move toward a good match is to think of organizations as types, or clusters of organizations. Think about these labels:
- Business: employee, self-employed, entrepreneur
- Government
- Ministry/Faith/Religious
- Non-Profit
- Military
When working with people on their "talent" search, I watch them start by immediately eliminating what is an obvious cultural mis-match for them. You'll probably do the same. After you narrow down your organizational choices, take some time to research specific organizations in those clusters. Talk with employees and friends to find out "what it's like" there.
Years ago a friend of mine had a huge poster on the living room wall that said, "Bloom where you are planted."
My advice: "Plant yourself where you will bloom."
What are your experiences with organizational matches and mismatches? What are all of the ways that that factor comes into play?
"In what kind of organization will your talents, passion, purpose, and personality best fit?"
This week I've heard from three gifted people asking variations on that question. So when I read the question I found it very relevant.
Here in Iowa we are facing a worker shortage crisis. Demographics don't lie!
Which leads me to wonder out loud, "will businesses and organizations focus on communicating their workplace brands just like the focus on communicating their marketplace brands?" My guess is "yes" with the smartest ones already doing so.
Steve, this is where I find my work on organizational brand performance leading us into the HR office.
Why make it hard for potential employee to determine if their passion, purpose and talent are a fit?
Of course that would mean an organization would have to have clarity about its passion, purpose and human resource needs.
My mind is racing...keep posting...and keep creating,
Mike
Posted by: Mike Wagner | March 19, 2008 at 04:23 PM
Hi, Mike,
This is where I live and where my passion lies. The war for talent is a catch-phrase; the search for good talent, how best to identify it, and how to help with the fit is a reality.
Your observation about organizational brand performance leading to the HR office is true, as well as helping the HR folks show other operations, in concrete ways, just what that means.
Shall I have my people call your people:-) ?
Posted by: Steve Roesler | March 24, 2008 at 12:41 AM