When you start seeing clearly who they really are.

See_clearly001

Do people at work know who you really are?

Do you see the people around you clearly enough to know who they really are?

I was thinking about the things an executive coach and advisor really does--or should be doing. One of the most important is this: Seeing people for who they are, realizing what they can be, and helping to take them there.

If that doesn't sound very "business-like," it probably isn't in the traditional sense of "business-like."

And therein lies the issue. Organizations of all kinds hire the best people they can find. Those folks look at the "people are our most important asset" blurbs in the corporate recruiting brochures.Then they  sign on with high hopes.

But what happens down the road that causes discontent, retention issues, and the need to search for "talent?" Weren't those people talented when they were hired?

This Is What I See

I see highly motivated people getting performance appraisals that are designed to force rankings on a curve so they never accurately portray an individual's contribution and worth. I see employees at all levels  getting feedback on the gaps in their performance--and then receiving orders to "close the gaps." I see the same people then coming to workshops and seminars, hearing theoretical--but good--teaching, only to go back to work and say "what do I actually do with that?"

In nearly 30 years of managing, consulting, and coaching, I can count on one hand the number of people I've seen fired for technical incompetence. They get released for issues of character, the inability to relate well with other people, or not being able to "close the gap."

Here are my thoughts as a result:

1. The character issue can be discerned during the hiring process. Discernment should be a highly valued talent possessed by those interviewing.  If not, get an objective third party to help with that element. Someone who sees others clearly and quickly for who they are.

2. Relating well with other people. You can send people to class to learn skills. But does the day-to-day interaction at work encourage and reward healthy relationships? A manager with a coaching/relational approach can set the tone for how things get done and how people are expected to interact in the process

3. Workshops and Education. Two things I enjoy with a passion. Neither immediately changes my own behavior very much. But I learn ways to think differently and more clearly. Then, when presented with an opportunity to actually do what was taught, the education leads to application. People have the most chance of bumping up their game when given a chance to discuss and apply new knowledge right away.

Manager As Coach

Managers can coach effectively when they see their people clearly because they've built relationships that let them know who their folks really are. If they don't have the time or inclination, then they need to get some help to build the talent that seems, at times, to be hiding. It's probably not hiding. It might just be invisible to the naked eye.

What to Do:

If you want your talent to be valued, you've got to let people know who you really are. Make it impossible for them not to see you clearly.

If you are a manager, be intentional about "seeing clearly." If it's a little difficult for you, get some help.

You and I wouldn't build a house in the dark. We need light to see in order to build. And unless your a truffle, you need a lot of light in order to grow and use your talent to perform.

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Related Reads:

  • Managing and coaching are both about sharing knowledge. Yet there are those who think that power and promotions come from hoarding it. Have a look at this from Torley at Lifehack.org.

As always: weigh in. Share your thoughts on clarity, talent, and building people by seeing them clearly. Let the community learn from what you've learned. Click on Comments and join the discussion.


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