success network

Isn’t it sad that by the time we have grown up, settled into a career, achieved career progress, perhaps even had a family and we hear someone talking about ‘unlocking your potential’ we often think, “well if had potential, or knew what my potential was, then maybe I could unlock it too’?

It seems to be common place for parents to encourage and develop their young child’s potential, but how come that when an adult, so many of us have serious doubts about what our potential is, and how we can unlock it! What happens to the development of potential after early childhood?

Unfortunately many men and women will confirm that whilst growing up, and then working in a competitive work place, more often than not their performance is critically assessed and measured, while mistakes and weaknesses are being highlighted.

People in jobs or environments that focus and build on strengths and develop the individual’s potential are very fortunate. But what really is potential?

The dictionary definition of ‘potential’ is an inherent ability or capacity for development or growth - it is something that is possible but not yet in existence.

Having potential can therefore be seen as having talents and capabilities, which either haven’t surfaced yet, or as in some people’s cases, have already been explored but could be enhanced or applied in a different way. It really doesn’t matter what abilities we think we have, there is always potential in us to discover more, and there is always room to stretch, grow and improve, as there is room for greater achievements.

As a coach and personal development trainer I have noticed that more and more people are questioning where they are going in their current jobs. The workplace has become more and more competitive, and many employees end up feeling not just overworked, but also undervalued. When unsure about how or what they want to develop, some may either feel they haven’t got a choice and stay stuck in a rut. Or they try to initiate positive change by experimenting with different jobs. Sometimes for various reasons people don’t want to make any major changes, but in the hope of finding something more fulfilling to do, move from one hobby to another.

Many men and women tend to see their potential untapped as they face mounting pressure to meet work, family and other responsibilities simultaneously. Women especially take special skills or talents they have for granted and usually don’t look at them as being special.

A first step in highlighting potential can be to identify the skills people not only do really well, but that they enjoy using most. This often leads to the discovery that your talents can be more unique than you think. A good example of this is when people really enjoy writing, have excellent writing skills but haven’t yet had the opportunities to apply this talent in the work place.

Developing potential, even in very small ways, can lead to more fun, job satisfaction and new ventures. By working with their potential people tend to feel much more fulfilled and valued.

In addition to having talents and capabilities people may also have dreams and goals, adding to the possibilities, which are often just waiting to be identified, sometimes by someone who works with us in freeing and exploring them further.

Last year Mary Fraser of Fraser HR and I realised there was a need for open courses in this area that would help people to develop their individual potential. Together we designed a series of stimulating workshops we called 'Free Your Potential', which are thought provoking and provide people with new insights, experiences, focus and development. We hope you will join us on one of our courses and will enjoy to free your potential too! www.successnetwork.org.uk