Why I
call it a project is because it is good for people and organizations to say
goodbye to each other after a while. That keeps both fresh.
Now that
I write this, I remember a conversation with a trainee in communication
sciences who once wanted to work for our organization. As a boss I told her at
her introduction just before she got her job, that I hoped that she would work
somewhere else within five years as a business card for our organization. At
first sight she turned to be a bit surprised to hear that from me, and… she followed
it. Now I dare to say that both she and the organization had positive effects
of it.
Many
people fall into the routine of continuing to do things they once liked doing
(and not really like anymore because the impulse for wanted growth is over
already for a long time). They earn their money with it as an encouragement to
continue the work they are doing. No longer getting any satisfaction and
challenge out of it any more. That’s unfortunate for two sides. Have the guts
to change. Understand that change is growth.
Back to
my topic for this week. The people I talked about in the beginning saw it as a
problem to serve an organization (and themselves) because they did not have all
the required papers and diplomas mentioned in the job description. And that experience
this week was the trigger for my blog. The frustration of bureaucracy.
What about
required certificates and diplomas? Employers, in many situations, should have
the guts and courage to deal with that a little more lightly. Guts? Yes. As a
boss you may have to explain something to your Works Council and / or Labor Union.
And still ... can’t you do that if you believe in the quality of people, their passion
and mission?
Many
organizations feel so bound to all kinds of rules (or find it easy that there
are) that the flexibility to attract outstanding people without all the
required papers and diplomas has gone. Afraid to be addressed or, for good
reason, to deviate from the fixed pattern.
In
various organizations in which I worked as an end responsible manager I took
all those set diploma and certificate requirements sometimes not too literally.
The
Polish poet and noble prize winner Wislawa Szymborska (1923-2012) once wrote a
surprising poem about writing apparently in bureaucracy in relation to applying
for a job: “Writing a Curriculum Vita”.
Be
honest. In a new job, isn't it much and much more about the match between the
deeper mission of the company and the personal mission of a candidate? About
inspiration, talents, connection, affection, personal background, enthusiasm,
resilience, life experiences and thus already acquired life wisdom and
genuinely desired growth?
Indeed,
as Szymborska says so nicely, CVs are requested that are written as if the
applicant has never talked to him- or herself and has always looked and stayed
far away from him- or herself. Are this the kind of persons you are really
looking for?
A good
diploma does not say anything about how valuable a (new) employee really is or
can be for your organization. You can often get so much more for the same money
(or even at the start a little less). And, because of the inner motivation of
this type of candidate’s management is less needed. This people are of the type
learning by doing and are in the mood of exploring on their own.
As a
company or organization, don’t you get much more sustainability and motivation if
your diploma requirements were not taken too literally? I have great
experiences with it.
After
all, as a manager aren’t you responsible for the quality of your staff? If you
have the courage and especially feeling and engagement with your business, you
dare to deviate. In addition, if you believe in your own qualities, it is also
easy to explain your different choice to the outside world.
Gangey Gruma (Frans Captijn)
Gangey Gruma (Frans Captijn)
Captijn Insight. Catalyst in developing tranquility & in-sight to get in a sustainable way real connection, purpose, pleasure and flow in life, love, family, business, career and work again.
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