Embrace Your Natural Talent for True Career Success


Most people have tried at some point to be someone they’re not. Sometimes it’s because we like the change, and sometimes it’s because we feel like we have to change in order to fit in.

When I was a little boy, I loved playing football. While I was a decent central defender and right wing-back, because I was fairly strong and had a good pace and a fierce shot, I ended up as a striker once in a while, too.

My technique and instincts let me down when trying to be a good striker, though. I’m more a problem solver than somebody who loves to score. I love to steer a team from the back, and come time to make a decision, I thrive under pressure. And I have a tendency to lead and help other people out, which are all good assets for a defender.

A striker, however, needs other qualities. The best strikers are patient, focused on individual success, and maybe even a little egotistical at times.

When Football Translates to the Workplace

If someone is a good defender on the football field, some coaches may push them to take on new positions to do more to help the team. But just because someone’s a good defender doesn’t mean they’ll make a good striker. In our professional lives, we sometimes do the same thing.

When an employee is an excellent salesperson, reaches the set targets, handles relationships well, and is adding value, the Peter principle can kick in. The salesperson gets promoted to department manager, and he may struggle to perform his tasks. Then suddenly people start to wonder why this star employee is not doing well with his new position.

The salesperson forgot to acknowledge his own qualities, talents, and potential. The organization lost a good salesperson and in return got someone who doesn’t know how to be a good manager. Simply because somebody is good at one thing doesn’t automatically mean that they have the skillset to handle a completely different role.

Empowering People to Reach Their Full Potential

Sound familiar? It’s a common scenario at many companies, which is why we want to do things the right way at Leaseweb by empowering our clients and our people to reach their full potential.

To do this, you have to know your strengths. Are you excited by craftsmanship and have what it takes to be an awesome value-adding developer? Maybe your strengths lie in customer service. Or perhaps your talent is focused on managerial duties, helping employees solve problems.

It’s crucial to know what your natural talents are and what really makes you “tick.” It’s the foundation of your personal development career, even. You want to make sure your foundation is strong and you can build the rest of your career on it. After all, when you build a house, you start with the foundation and not the roof.

How TMA Can Build on Your Foundation

That is why we started implementing TMA as a foundation of the Management Development Program. We focus on your potential at Leaseweb, and we want you to do what suits you best. We’ll ask you questions about your talents and skills, what drives you to succeed, and which skills you think will help you the most in a managerial role.

TMA uses a questionnaire that provides an automated report, which gives insight into skills, communication, and struggles. It’s a proven method to see areas you should work on and develop, and it also shares where your natural talents lie so that you can use those skills to your advantage.

Recognizing talents and skills is what really drives a team, and it can connect and empower everyone involved in the journey.

Did I score when I was a striker? Not once, to be honest. But I did help the team in other ways. Once you know your talents, motivations, and shortcomings, it’s easier to discover how you’ll play a part in the overall success of your team.

Want to be involved and empowered to help create a greater world? Check out our vacancies so you can unlock your talents and reach your greatest potential.

1 comment
  1. Gilbert
    October 4, 2017 at 6:57

    Hi Richard,

    Super mooi geschreven.
    Ongeacht het vast wel van toepassing kan komen in mijn beslissingen heb ik zelf nog niet voor het punt gestaan om promotie te maken naar een baan of functie dat niet op mijn lijf geschreven is.

    Wel heb ik inderdaad mensen meegemaakt die hun werk niet aankunnen en een stapje terug hebben moeten doen!
    En soms komt het voor dat er alleen maar geklaagd wordt door jaloezie met de woorden waarom hij/zij wel en ik niet?
    Vervolgens blijven ze aanmodderen met de nieuwe ontwikkeling en wordt er ook niet geluisterd.

    Het is daarom ook goed om vanuit de organisatie dit in te zien en niet alleen vanuit de persoon zelf.
    Want soms erkennen zelf het probleem niet en als je toch een egoïstische instelling heb dan maakt het niet uit dat de mensen klagen over je promotie, want een teamplayer ben je toch niet geweest.

    Kortom let ook daarop als organisatie.
    Dat is wat ik je mee wilde geven. Volg de mensen die promotie krijgen om te zien of ze het wel aankunnen en laat ze een stapje terug doen. Willen ze dit niet, dan is het inderdaad niet goed om met de persoon verder te gaan.

    Nog een hele fijne dag en ik blijf je volgen!



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