Most organizations and leaders would love to have “High Capacity” leaders to fill the slots within their organizations. The sometimes overlooked challenge is the fact that with “High Capacity” leaders, comes the need for those leaders to lead at uhh… a “High Capacity” in addition to releasing their creativity.
This will sometimes leave organizations scratching their head and asking the question what do I do with so and so? They are knocking it out of the park, they have an entrepreneurial spirit, their potential is off the charts and they actually have the leadership margin to spread their wings.
Spreading their wings means different things for different leaders, but it boils down to how can I steward their talent/potential and continue to allow them to make a positive impact within the organization. Many times organizations make the decision to do one of two things: 1. Bury that talent and therefore putting a lid on the height of that “High Capacity Leader.” 2. Get rid of that team member because of insecurity or simply not wanting to deal with the challenges these types of leaders bring to the table.
It’s like the Parable of the talents: The man who had received the five talents went at once and put his money to work and gained five more. The one with the two talents gained two more. But the man who had received the one talent went off, dug a hole in the ground and hid his master’s money.
So I was afraid and went out and hid your talent in the ground. See, here is what belongs to you.’
“His master replied, ‘You wicked, lazy servant! So you knew that I harvest where I have not sown and gather where I have not scattered seed?Matthew 25:25-26
If your organization, team, staff or business has been blessed with some great talent, Don’t Bury It! There is a new type of harvest to be sown with this “High Capacity” seed.
If you figure out a way to maximize the potential of the “High Capacity” talent that you have been blessed with, you will be rewarded. This may require you getting creative, dreaming BIG, thinking BIGGER and setting some clear expectations; however the potential of the harvest is immeasurable.
Take a look at Google, not only are they ranked the #1 Website, they have also been ranked as fortune magazine’s best place to work. Not only is their work environment ridiculously amazing, they do a great job of not burying their talent. They not only do they recruit and hire “High Capacity” talent, they seek ways to release and empower the creativity.
An example of releasing “High Capacity” talent and creativity, is Google allows employees to spend twenty percent of their time to work on their own project, independent of their workgroup. Google believes that no one should leave in order to pursue their personal passions. Letting employees do this results in over twenty percent of Google’s new product launches has stemmed from these personal projects. There can and should be a marriage between “High Capacity” talent and great organizations; they are not mutually exclusive.
If organizations manage their talent wisely, they may get this response: ‘Well done, good and faithful servant! You have been faithful with a few things; I will put you in charge of many things. Come and share your master’s happiness!’Matthew 25:25
Don’t Bury Your “High Capacity” Talent!