Developing Talent in the Workplace

What a wearisome work life that ends up our ages without any creativity and interaction. 

I know a person who, at the workplace, is devoted, multitasker and well-organized employee. Besides that, he’s least interactive and most of times, he’s too reserved as if he’s on a confidential assignment. But, there’s something more in his personal life. For more than a decade, he took leadership lessons in his free time. Currently, on the weekends, he passionately gets in touch with his contacts, schedules leadership sessions and mentors aspiring leaders to hone their communication skills and self-confidence. Among his friends and leagues, he is better known as an expert leader. 

In the workplace, he wouldn’t dare to speak up a little more with his colleagues. That’s too rude. If he wished, then it’s too easy for him to hold a short session on a given topic, conduct motivational meetings or schedule leadership lessons in series. Obviously, he can benefit the employees at large, but he’s least interested to mend the workplace culture. Perhaps, it’s like— ‘work your way and do nothing when no one cares’.

In corporate arenas, some senior employees work like programmed robots. No creativity, all mundane life. Actually, people prefer comfort zones, and they don’t want to take extra burden by shouldering ancillary responsibilities. What it means when you stay away from others when you can guide your colleagues with your capabilities and talents? To be frank, it’s sheer selfishness. May be you may not feel okay to involve yourself, but your worthwhile contributions can chisel company culture to some extent. 

Some people are in habit of conveniences and prefer leeway in their jobs. In one company, an experienced trainer keeps himself busy for few days in a month. It shows how much leisure he enjoys. Thrice in a month, he gives sandwich training; otherwise, sometimes it’s once in a month. Nothing innovative, same old pattern of training programs. No new themes, no new methodology or tactics to develop a sustainable training program.

Shouldn’t there be an organized approach for designing effectual and measurable training modules or scheduling workshops in relevance to workforce categorized into diverse strata?

And when you want to enhance your training effectiveness, it is recommended that you improve the way you conduct a training program. Besides effectual training systems, a trainer has to be competent and who is willing to go the extra mile. Surely, the genuine solution is the inclusive instructional design by its content and novel approach to training. 

It's sometimes unbelievable when you come across a high ranking manager who behaves in virtuous ways with his kith and kin or in his neighborhood. But, in a workplace, he’s totally different by his cunning schemes, fabricated stories or insulting remarks.

Why so much of disparities? Shouldn’t a person be good at all times in all places with everyone? 

In one manufacturing firm, the whole production team messed up a situation because everyone misunderstood the complexity. A simple, logical understanding was enough. But they kept themselves glued to their misconception. And the result? Loss of productivity with no production for indefinite period. No one thinks it’s a loss or blunder. So, in what way the team can be instructed?

Working sincerely with hard work is noteworthy trait. When you are given an authority, then better realize what you can do for your company in best ways. If you deviate or become irresponsible, then such a tendency blots your reputation. Do little good things if you’re capable enough.

Of course, mutual cooperation works well in a workforce. To make this happen, you need able and experienced managers who can take responsibilities for desired outcomes. Well, they, at the helm, should locate performance deficiencies and find viable ways for developing talents in the workplace. 

Image source: Pixabay.com