She desired a better and deeper understanding of her strengths, helping her work with and live a life with the gifts and talents she brings to the world. This conversation was a heartwarming experience. Strengths Coaching doesn’t get much sweeter than that.
With a tangible passion for what she is great at, she has a deep desire to contribute the gifts of her strengths to an organization that is the ‘right fit’ – where her strengths can shine. In that moment, when she shared with me the thing she is good at, I could see the twinkle in her eyes and feel the possibility of passion budding. When she finds a ‘right fit’ organization where she can claim and contribute that which she does best, and where it’s okay to not be strong in all areas, the magic will happen.
Organizations and leaders exponentially expand both their team’s and organization’s potential of success when they hire individuals who are strong where they are not. This requires that they know and acknowledge where they are strong and where they are vulnerable.
Energy, engagement, passion, and success lie in the opportunity to contribute your strengths – the best of you – in your work and relationships.
This is part 4 in this 5-part series on Passion and Great Leaders by Diana Gabriel, Certified Strengths Strategy Coach.It’s a process – It doesn’t happen without frequent discussions. Click To Tweet
Passion is a strong zeal for something – an enthusiasm usually rooted in personal values, strengths, identity and cultural preferences. The term is often used in context with strong beliefs: religious fervor, political views or desire for another’s love. We may also be passionate about our leisure activities.
In the context of work, passion refers to strong emotions that drive energy, motivation, and engagement. To foster passion, leaders must be vulnerable in showing and sharing their desires and emotional interests. Leaders need to be fearless in showing their passion, which inspires others who are then more likely to follow suit. Great leaders recognize and acknowledge people whose passion drives them beyond basic job requirements.
When employees openly express passion for their work, you, as their leader, must recognize and honor it. In a truly engaged workplace, everyone relies on each other for praise and acknowledgment. A leader must model and encourage this.
When an employee goes above and beyond expectations, shine a light on it. A company intranet or bulletin board is a great way to spread and share praise.
A Passion Culture
You can reinforce your company’s culture and brand in many ways, but the most important may be supporting grass-roots ideas.
“Once you give power to the community [of workers] to make decisions, its members begin to apply that responsibility in interesting and powerful ways.
— Jim Whitehurst, CEO of Red Hat, in The Open Organization: Igniting Passion and Performance (Harvard Business Review Press, 2015)
When people offer their ideas, make sure they are heard and responded to within a reasonable time frame. Emails should never be ignored or delayed. If you want people to be creative and innovative, you must listen to their contributions and give them the freedom to take action.
Reinforce company values, purpose, and vision allowing staff to contribute their unique strengths and organize themselves to explore projects, moving them forward. Provide a platform to celebrate events and the achievements of your people. Equip staff to plan celebrations to acknowledge hard work, success, and initiative.
If your company sponsors charities or donates to a cause, let employees choose which ones to support and how they wish to participate. Even when there’s executive involvement in setting budgets, let associates run the program when able.
Each time you listen deeply to individuals and teams it’s an opportunity to reinforce values, vision, purpose, and passion, thereby ensuring that your employees connect emotionally to the vision, goals and plans.
Connecting personal interests and strengths to company purpose can be tricky at first but so worth the outcome. It’s a process – It doesn’t happen without frequent discussions among staff and leaders. Once you know each team member’s strengths and come to understand where their passion lies you will find it becomes much easier to delegate and flow to delegation.
What has been your experience with creating a vision and inspiring your people with your passion? Does your company acknowledge passion or reward passion with responsibilities? Connect with me here or on LinkedIn. I would love to hear what’s happening where you work.