Just under one in three people are unable to develop their potential on the job. This was the finding of an online survey commissioned by XING in February 2021. According to Xing, more than ¼ of those involved said they would like to be able to live out their individual strengths more. Is corporate culture responsible for this?
Builtin defines company culture as follows: Company culture can be defined as a set of shared values, goals, attitudes and practices that characterize an organization. It’s the way people feel about the work they do. And the values they believe in, where they see the company going and what they’re doing to get it there.
The primary goal of a company, however, is not to create a culture (the word culture is used in a completely different context), but to generate a decent return on investment. Employees receive contracts and pay for what their job is, rather for performance. According to the study, it seems that three-quarters of the employees surveyed understood this.
A company is an organization with a different distribution of power and a strict division of tasks. Of course, the way people deal with each other can be called culture to the greatest possible extent. But everyone shapes the biotope of togetherness – not just the “evil” executives.
The Profitability of the Company
The economic part of the company is made up of the potential that exists in the company. Not everyone has a special talent. But we all have plenty of potential to perform and to be socially engaged. What is meant is a possibility, a kind of prerequisite for our performance. Organizational psychology deals with the calculation and elicitation of performance potential.
For example, more potentials open up for person A if he likes to work in the hospital as a nurse, for person B if he loves to juggle numbers and sit in front of the computer all day. If person A and B were to switch jobs, it would not be very pleasant for their respective bosses.
So there shouldn’t be any problems with the performance potentials if they were elicited and adapted to the requirements in practice. Is that so? What then makes every third person dissatisfied?
Potential or Predestination?
Do you know your potential, dear reader? I do not ask about the talent, but consciously about your potential. Has your potential ever been surveyed? What came out of it? If your potential has never been raised, how do you define your potential? Not so easy, is it?
In truth, we have no chance to find out the individual potential with classical methods, because with every task different results come to light. We are still far away from what the actual predestination is. Because no one has surveyed this.
Perhaps Xing has elicited the deviation from one’s own predestination? It is possible that the answers referred to the fact that the expressed dissatisfaction gave expression to the longing that is in one. And this cannot be lived out in the existing workplace (contract with the company) that is not known at all.
Potential survey costs a lot of money and the entrepreneur does not do it for the sake of the employee. In his focus is always and always the company. Potentials are not surveyed with the aim to make individuals realize their potentials, but with the question if and how the individual fits to the company. This is a completely different survey, different measurement and different focus.
NIKU and The Personal Potential
NIKU follows the natural way of psychological development. In the NIKU theory we assume that potentials result from emotional bonds and relationships. Potentials grow with us, so to speak, and have the property to change depending on the environment. Potential is not a static quantity. It changes according to the surrounding atmosphere – according to the environment in which one is active.
We permanently acquire knowledge (cognitive) and develop through encounters and experiences (emotional experiences). This results in our potentials. And we develop these automatically where we have found a free position more or less by chance. Isn’t there a conflict pre-programmed? See also the role of the foster father: “The NIKU Method” 2020 St. Gallen Margit M. Schreier.
NIKU and Potential Development
NIKU is the instrument that targets and develops the potentials outside the tangible environment. Very few people have access to the people they wish to be close to. But there the longing remains stuck like the loo in the throat. The longing to be promoted, to be seen, to be recognized. Don’t we have the greatest longing that “you like me the way I am”? But what am I like if I can’t get the promotion that I long for, that suits me?
Take the time to use the app NIKU and app NIKU Inception and complete what your longing has been rebelling for. You deserve it: to feel complete, to be resourced, to work in flow, to be one with the activity.