11 Feb Still finding the passion and purpose in your career?

Now, pause and hit the refresh button!

Zenger Folkman CPO Model

1. COMPETENCE  

• What is my current skill level, am I performing up to par?
• Am I frequently utilizing skills that motivate me?
• How can I develop myself and be more competent in my role?

2. PASSION

Have you ever enjoyed doing a task so much that you lost track of the time? On the other hand, other tasks can seem to move at an excruciatingly slow pace.

Your work is what you do to get paid and for a living, whereas passion is something which you practice for pleasure or for the joy you get in doing it. 

Research shows that employees who are passionate about what they do will be both happier and more productive at work.

You are most fulfilled when you engage attributes/interests/skills which you are passion in. Even if you are not paid to do so, you likely already use these traits at work and in your daily lives – simply because you love and excel at doing them!

Start by considering what drives you at work. While passion isn’t the sole driver for success, it is a key factor that determines our scale of happiness and engagement. This in turn translates to on-job performance that produces significant results.

3. ORGANISATIONAL NEEDS

If you are passionate and competent in an area that the organisation does not need, it may not be wise to invest your efforts there in hopes of it being recognised.

Objectively, there are several outcomes that the organisation really needs you to produce and pays you to perform at. These are outcomes that would dramatically move the needle and impact the overall performance of your group.

It is the intersection of Competence, Passion and Organisational Needs that creates a career sweet spot. Find where they overlap, and you are likely to find the perfect development opportunity for yourself to produce extraordinary results.

Our conclusion is to broaden the definition of “Passion” to include “Purpose.” This decision was prompted when a colleague asked, “How would you measure purpose?” Unlike competence that can be measured through objective feedback and assessment, one’s purpose can only be identified and measured by the individual.

Start connecting the dots between what you are good at and what you love. 

Article Image by Magazine Inc