Human Potential Untangled

Human Potential Untangled

Training & Development, ASTD, Apr 09
By Kevin J. Sensenig

There are three generations of management theory which have defined how organizations develop human potential.
1. Under the functional management approach, development was aimed at getting people to follow the standard processes established for each function.
2. Founded on the hierarchical model of organizations, developing potential was viewed as taking people up through the ranks.
3. Emphasis on organizational systems.
Though each has its own merits, the 2 common disadvantages are that development around a process, system, or advancement to the next level keeps employees too narrowly focused on their individual jobs. Also by focusing on function and process, these approaches to development neglect engaging the person as a learner.
Peter Senge’s had a completely opposite vision of a “learning organization,” in which people are continually enhancing their capabilities to create the results they truly desire. However, this model was considered to be too soft or perhaps utopian.
According to the author the middle ground is the best approach to unleashing human potential .It combines methodical key steps people can follow to advance in their careers, with learning organization concepts that respect individual differences.
One of the first steps in developing each person’s full potential knows why people don’t perform and what to do about it.
He enumerates and discusses the 5 obstacles in this step and gives their solutions.
He feels that if the source of nonperformance is not correctly identified, good employees may be passed over for promotions, be fired, or leave on their own, while less desired employees, who will never buy in or simply cannot do the job effectively, are retained.
He discusses a system for bringing out the best in people, since the traditional forms of motivation which are compensation and benefits, being tangible rewards, are short-term motivators.
According to him, the more intangible forms of motivation are better as they raise engagement levels by helping people feel connected.
The new model for developing human potential:
“The only sustainable competitive advantage is found in engaged individuals, but traditional methods have not always succeeded in developing people to their fullest potential. Some approaches have been too lockstep, and others, too soft. The value model of development combines the best of traditional approaches to bring out the best in people so that they can drive the organization toward its goal.”