— 36°N (@36degreesN) June 21, 2016
I had the opportunity to hold the mic for a second! And I liked it. So… Continuous Self-Optimization… 👀 in a gist, I talked a few concepts in the field. I’ve summarized some of my favorite points from a few blog posts and podcasts.
- Flow is a state of mind you can get into when you are doing work that matters to you. (I’m sure some of you have experienced it before… I hope at least.)
- Flow involves having fun accomplishing your task or objectives, you loose track of time, you get into the work you are doing you forget to eat, pick up the kids, make lunch, go to bed, and so on you get the picture.
- Flow involves learning new things about a subject you are pretty skilled.
Entering Flow requires 3 condition.
- Clear set of goals
- Immediate feedback
- Confidence to accomplish the task.
Here’s a chart created by the Author of the Flow theory where he explains visually the emotions we deal with when trying to accomplish something. Notice that to achieve or arrive to the flow state you must posses a high level of skill and a hight level of challenge, setting yourself up for exploring new height of a subject you are pretty knowledgeable already.
On the first day at a new job the employees value is zero. As the employee becomes familiar with the company and domain his or her value grows quickly, continues exponentially as they share their ideas and past experiences with the team.
However, once the employee share all of that external knowledge and applies all of his or her experiences, the Growth Stops.
At that moment the employee has become all that they can be at that particular job, that employees has reach his or her value apex.
Skill Developer or the talented understand this. hitting the value apex triggers an internal “It’s probably time for me to move on dialog”.
If they remain their boredom leads to resentment and eventually disliking the job, nothing, at the time no perks or gadget or even the creation of your own theme park will retain them.
The unskilled faces a different trajectory. In the other hand, the unskilled has settled, they eventually settle into a position of mediocrity and stay there indefinitely.
They tend to be grateful the have a job
Make fewer demand on MGMT
Even if the get treated badly, they are the least likely to find a job elsewhere.
They tend to entrenched themselves with critical systems and odd organizational tasks no one wants to do, so that the organization cant afford to let them go.
The only reason their value doesn’t decrease is because of the vast amount of organizational knowledge they hoard.
An employees job is a quest, a journey.
Most common pre-defined narrative amongst mediocre “talent” goes like this “I work for this company because repo men will be here if I don’t”
The narrative for these developers or talented has been pre-defined and they have given up in Self-Actualization in exchange of comfort of a company paying your mortgage and a few commodities.
These may not be the worst team members but you can be sure they aren’t your best, and be sure they will be doing the minimal amount of effort as possible.
To continue growing one must meet certain RSA needs. and Develop a deterministic narrative
One must feel a certain level of autonomy.
One must feel mastery.
One must feel that there in purpose.