For better self and a bigger impact circle
I first came across Dr Fogg’s behaviour formula in an article talking about ‘To grow existing staff or to engage new from outside the company’’, a few years back.
The article used the formula to support the argument,
’It’s unfortunate but maybe the right move to fill up a senior position by engaging new people. ‘
It cited that quite often business owners had to hire externally after unsuccessful efforts on up-skilling some existing staff. Many leaders/owners simply went straight to external people.
That large quantities of people ‘stayed’ where they were for decades, if not behind, proved the common lack of motivation. Perhaps also the difficulty in 'people change'.
The shortage of motivation led to the stop of ability growth, both led to no-fit of a bigger role that was required to deliver bigger results.
Felt sorry about the points.
The Behaviour Model was meant to help people uncover their potential and grow. I cannot deny the data cited by the article. And the truth that a business owner won't jump to the decision to promote anyone without supportive evidence. So it goes back to the individual to exhibit the talents, better if in a compelling way.
Existing staff usually have a high familiarity with the business contexts, the issues, and how things work generally in a company. This is a great advantage.
Are they less intelligent? Definitely not!
I know many employees have that emotional attachment to the companies they work with, and do hope their company well.
If one can use the familiarity to come up with helpful solutions or contribute to the positive company progress, instead of the opposite, it will make visible the potential as well as the capability gradually.
From an owner’s perspective, what they think every day is how to solve issues (which are the norm for any company) for better business growth.
Join their threads, actively think and act in a way towards that effect beyond the daily routines. Recognition, appreciation and space to grow could well follow at some point in time.
(May not be 100% due to the complexities of many factors in the contexts. )
First and foremost, beyond seeing and talking, directing the thinking and acting towards self-growth; Developing an open mindset to build one’s own definition. Enjoy the positive emotions (say proudness) from the alignment of self-growth and company growth.
2024, a new canvas to paint on.
Wishing a resultful and successful year for the workmates!
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