This extraordinary equation came from this article by the HR Guru, Mr. Dave Ulrich.
This was extremely intriguing for me because of my work with strengths and the Clifton Strengthsfinder. I was reminded of this excellent equation from that phenomenal body of work:
This equation shows how talent is converted into a strength.
Mr. Ulrich's equation says that Talent is an outcome of competence, commitment, and contribution of the individual.
We also use a familiar phrase to describe someone's ability in a particular task as "he / she is quite talented in "XYZ". So we are actually commenting on the outcome of investment (in the form of contribution of deliberate practice & commitment) and raw talent (Competence). The difference is the nomenclature viz. Talent and Strength.
For me personally, a talent is an unrealized strength, which is yet to be developed and applied effectively. Deliberate Practice (the term created by K. Anders Ericsson), over a period of time, are key requirements for converting a talent to a strength. That's my specialty as a Strengths Strategy Coach - helping my clients (career transition and executive coaching) understand how the 34 Strengths from Clifton Strengthsfinder manifest in their everyday lives as behaviours, and thereafter, how to build them up and consciously call them when we need them.
Working with your strengths is a smart choice as it ensures that you have a more satisfied life, especially if your career is built on your strengths, instead of your weaknesses.
In an organizational context, this means that you and your colleagues are able to collaborate better with each other, simply because people know what you are strong and weak at, and you know the same about them. A lot of time, energy and cost is saved in this manner, especially if you link this to the performance management system of OKR (Objectives and Key Results).
What do you think?
P.S. - If you would like to try merging OKRs with Strengths, call me at +919820155778 or write me a note at ryanbbarretto@hotmail.com so that we can schedule a discussion.
This was extremely intriguing for me because of my work with strengths and the Clifton Strengthsfinder. I was reminded of this excellent equation from that phenomenal body of work:
This equation shows how talent is converted into a strength.
Mr. Ulrich's equation says that Talent is an outcome of competence, commitment, and contribution of the individual.
We also use a familiar phrase to describe someone's ability in a particular task as "he / she is quite talented in "XYZ". So we are actually commenting on the outcome of investment (in the form of contribution of deliberate practice & commitment) and raw talent (Competence). The difference is the nomenclature viz. Talent and Strength.
For me personally, a talent is an unrealized strength, which is yet to be developed and applied effectively. Deliberate Practice (the term created by K. Anders Ericsson), over a period of time, are key requirements for converting a talent to a strength. That's my specialty as a Strengths Strategy Coach - helping my clients (career transition and executive coaching) understand how the 34 Strengths from Clifton Strengthsfinder manifest in their everyday lives as behaviours, and thereafter, how to build them up and consciously call them when we need them.
Working with your strengths is a smart choice as it ensures that you have a more satisfied life, especially if your career is built on your strengths, instead of your weaknesses.
In an organizational context, this means that you and your colleagues are able to collaborate better with each other, simply because people know what you are strong and weak at, and you know the same about them. A lot of time, energy and cost is saved in this manner, especially if you link this to the performance management system of OKR (Objectives and Key Results).
What do you think?
P.S. - If you would like to try merging OKRs with Strengths, call me at +919820155778 or write me a note at ryanbbarretto@hotmail.com so that we can schedule a discussion.
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