Tag Archives: interest in the work

Passion For the Work

“Okay, my goal. Our sales targets are my goal. But you assume they are doing their best. What if they aren’t doing their best?” Brent protested. “Then, shouldn’t I be disappointed?”

“Brent, your contract with each team member is that they come to work each day, and do their best. Full application of their capability, completing the tasks they have been assigned by you. Can you tell if someone is violating that contract?” I asked.

“Of course, I have been a manager here for seven years. I can tell immediately if someone is not doing their best,” Brent replied.

“And what reasons would there be for someone to not do their best?”

“Well, it could be a number of things. They might not feel well, they might be sick. They could be fighting with their spouse. They could have a disagreement with a team member. They could be having difficulty because they don’t know how to do something. They might not be doing their best because they are not interested in the work.”

“Yes, and as their Manager, should you be aware of each and every one of those things? Frankly, most of those are easy things to know, but what about that last reason?”

“You mean, they might not be doing their best because they are not interested in the work?”

Endorphins in the Brain

From the Ask Tom mailbag –

Question:
Do you think the time span for an individual changes depending on their passion for the task they are working on? I observe some employees who seem to have a hard time effectively planning some specific shorter time span tasks (1-2 weeks out), while at the same time they are able to effectively plan out personal “work” over a year in advance. I have observed this with more than one employee and was curious if you had contemplated this or come across research related to this.

Response:
There is a distinct difference between maximum capability and applied capability. Maximum capability is the stuff that we, as managers, cannot see…but it’s there.

Applied capability is the stuff that we CAN see. Applied capability is observable, there is evidence of output. The longest time span tasks are most observable based on these conditions –

  • The team member has the necessary skills (technical knowledge and practiced performance).
  • The team member has interest or passion for the work.
  • The task or behavior is consistent within the context (culture) of the work environment.

So, it’s that second condition you are asking about. Interest or passion drives focus, attention and duration. Applied capability (what you see) gets pushed further out whenever there is interest around the work.

So, what you are seeing is an attitude (lack of interest) related to shorter term tasks. Your role, as a manager, is to tie things together, make the connection between interest and the task. Sometimes it is not intrinsic interest, but connected interest. I may not have interest in the project, but certainly have interest in the reward of the project that allows my to purchase the boat (home, car, lifestyle) of my dreams. Connect the work with interest, you will see higher applied capability.

But, here is the hat trick (three goals in a single game). Intrinsic reward comes from challenging work. Any work. Successful completion of challenging work creates endorphins in the brain. There is some work that is simply not challenging, yet has to be done. It is likely that work is a candidate for delegation. You are the manager. What is your role in accurately assigning challenging work and coaching people through work they should delegate to other team members?