Much has been written on a leader’s role in motivating, engaging, and bringing out the best in others. Yet research suggests there is still much more that could be done. Frequently cited is the 2014 Deloitte study that found that “up to 87% of America’s workforce is not able to contribute to their full potential because they don’t have passion for their work.” This passion gap is important because “passionate workers are committed to continually achieving higher levels of performance.” Robert Kaplan, author of What You’re Really Meant to Do, states that “numerous studies of highly effective people point to a strong correlation between believing in the mission, enjoying the job, and performing at a high level.” If passion plays an important role in the potential and high performance of others, how does a leader develop others toward their passions?
How to Help Someone Discover Work That Excites Them
Passion plays an important role in the potential and high performance of others. Research points to a strong correlation between believing in the mission, enjoying the job, and performing at a high level. So, how does a leader develop others toward their passions? Choose natural points in the workflow to ask questions such as: “What are you excited about for this upcoming project or initiative?” “What did you most enjoy working on this past year and why?” “What are the types of things you’d like to get more experience in next year?” Help identify that sweet spot where your employee’s passion and contribution to your team or organization overlap. Practically, you aren’t always going to have work or opportunities that hit the “passion contribution” zone. The key is to recognize when a role has run its course. Don’t become the boss who keeps others “in a box” or gets locked into a view of someone from the past. Not allowing a protégé to move on or spread their wings can create a passion drain.