The Fulfilling Performance Paradigm
At a time when many of us are feeling pressure to deliver more from less how can we continue to produce results and grow our people?
Picture a workplace.
Imagine there's an indicator over each person showing how much of their currently available talent, intelligence, creativity, capability and resourcefulness is NOT being utilised. It’s part of who they are, they’ve brought it into work, but their situation does not require or allow them to use it.
From a financial perspective, you might see this as a shocking waste of resources that’s no doubt having a direct and material negative impact on your bottom line.
From a human perspective you may be appalled by what these figures suggest about employee engagement.
But combine those perspectives and you have an opportunity to enable “Fulfilling Performance”.
Fulfilling Performance describes the outcome when people get to use as much of their talent, intelligence, creativity, capability and resourcefulness as possible. They perform at their highest level, they continue to grow and they experience a sense of fulfilment from doing so that energises them to be great partners, parents and human beings.
This substack is called Release the handbrake! - The Fulfilling Performance Hub. Over the coming weeks and months I want to share and discuss with you how we can enable Fulfilling Performance for ourselves and those we lead and care about.
What do you think are some of the handbrakes that prevent people from bringing all their available talent, intelligence, creativity, capability and resourcefulness to their current roles?
If we could read the minds of the people in our picture, what might we hear them saying to themselves? Drop a comment below and let’s start a conversation about Fulfilling Performance!
(The image has been amended from the original image Lyons Architects Office by Peter Bennett. This file is licensed under the Creative Commons Attribution 3.0 Unported license. The original image has been amended to remove corporate branding and add “indicators”. It is intended to illustrate a concept and not make any reference to any individuals portrayed.)
The Fulfilling Performance Vision
A compelling vision is critical for attracting people to your mission.
If the Fulfilling Performance vision resonates with you and you want to know how to enable it for those you lead and care about, please get in touch.
The Aquilae Academy: Guided peer mentoring and coaching for executives, senior leaders and business owners.
Running a business or holding a senior position in an organisation can be very rewarding. At the same time it can be challenging and at times even lonely.
There are certain topics we are either unable or uncomfortable to discuss with colleagues no matter how self aware and open we are.
Sometimes it is just not appropriate to discuss an issue with a colleague. Maybe they are the issue!
Our partners and friends may want to listen and help but they may not have relevant experience or be completely independent.
The Aquilae Academy is for senior leaders and business owners who:
acknowledge that they can’t (and don’t have to) do it alone,
value interdependence and
are looking to continue learning and growing
with the support of a team of like minded peers
I’m currently recruiting 6-8 leaders for my next Academy team.
Contact me for more details.
Thank you,
Andy
Engagement and utilisation of an individual’s talent is central to both employer and employee. I guess the key is engagement, in both directions. This allows for superior understanding of the skills, strengths and weaknesses that exist throughout the workforce at all levels. Of course, engagement takes both time and genuine interest from all stakeholders. Very often management play lip service to the above without fully committing to the task.