7 Tips For Converting Potential Into Performance
Potential is the awareness of possibility and performance is the outcome of potential activated and converted. Some of us can see the potential in ourselves and even the potential of others. We may subscribe to having a moral obligation to ‘live up to our potential’ and if we are in a position of leadership, we may also feel obliged to help develop the potential of those under our leadership. So, once we are aware of potential how do we go about activating and converting it into performance?
1. Envisage what converting potential looks like. Be aspirational but realistic to ensure success is attainable.
2. Identify the resources and training needed.
3. Identify barriers to success and the possible solutions to these barriers.
4. Find mentors and champions who can lead from the front, support from the back, and encourage from all sides. These mentors also need to be a soft place to fall and a safe place to rest.
5. Apply: willingness, courage, effort, and grit to commit. Adversity is everywhere and as Brian Tracy said, ‘Fear and self-doubt have always been the greatest enemies of human potential.’.
6. Review your progress at reasonable and regular intervals and adjust as required.
7. Celebrate your gains. If you are in a position of leadership, I encourage you to apply the Pygmalion Effect and enable your team members to reach higher levels of performance; delivering outcomes they once may not have thought possible. Be firm but gentle, raise your team members up and treat them with respect.
Like many, I grew up hearing statements like “you have so potential”, “you’ve never reached your full potential”, “if only you would reach your potential”. Regardless of the intention behind these statements they are unnecessary, unhelpful, and often inaccurate. In my case, I did and still am reaching my full potential, I simply have a different perspective and different objectives to some of my observers. In closing let me share with you a real-life cautionary tale. Jason is a top performing machine operator on the factory floor. His output is significant, he is a great team player and he’s a model employee. One day his manager decided he had the potential to be a Factory Floor Manager, so he promoted him. However, he did not consult with Jason and he failed to see that Jason was all these things because he loved his job, and he loved the low-level stress of it. He could go home at night and focus wholly on his family and personal joys. He didn’t want the responsibilities and stressors of a management role. After several months in the new role Jason decided to leave; for a job that gave him back the freedoms he had lost. The manager had seen potential in Jason that Jason was happy not to convert. The managers actions were reckless and consequently the business lost a valuable employee.