Now, don’t get me wrong, potential is important. But it’s not everything. In fact, possibility trumps potential every time. Why? Well, let me break it down for you.
Let’s start off by talking about potential and the Pygmalion effect. The Pygmalion effect is a psychological phenomenon where higher expectations lead to improved performance. When leaders and managers have high expectations for their employees, they tend to perform better, simply because they feel more motivated and empowered.
This effect is particularly relevant when it comes to potential. When organisations focus solely on a candidate’s potential, they run the risk of underestimating their abilities and limiting their expectations. Ultimately someone else’s expectations of an individual’s potential can limit their ability to achieve beyond that expectation. However, when possibility is taken into account, leaders and managers can set high expectations for their employees, which can lead to improved performance.
Ultimately, the Pygmalion effect demonstrates the power of belief and expectation. When leaders and managers believe in their employees’ potential, they are more likely to see that potential realised. By combining this effect with a focus on possibility, organisations can create a culture of growth and development, where employees are encouraged to reach their full potential, and where everyone can thrive.
Possibility allows for a more inclusive and diverse process when considering talent. When recruiters focus solely on potential, they often end up with candidates who come from similar backgrounds, have similar experiences and possess similar skills. However, when possibility is taken into account, hiring managers are able to look beyond a candidate’s resume and consider the possibility for growth and development. This opens up the talent pool to a wider range of candidates, making for a more diverse and inclusive workplace.
Also, possibility allows for better employee retention. When organisations hire based on potential, they often end up with employees who quickly reach their peak and then become stagnant. However, when possibility is taken into account, employees are given the opportunity to grow and develop within the organisation. This not only leads to better job satisfaction, but also a stronger sense of loyalty to the company.
Lastly, possibility allows for more effective mapping and growth of employees. When organisations hire based on potential, they often have to spend time and resources trying to fit employees into specific roles. However, when possibility is taken into account, organisations are able to map out an employee’s growth and development within the company. This leads to a more streamlined and effective employee lifecycle.
So, there you have it. Possibility trumps potential. It’s time for organisations to look beyond a candidate’s resume and consider the potential for growth and development. Because in the end, it’s not just about what someone can do, it’s about what they can become.