There are three main areas to consider when tapping into someone’s passion:
Identification
When considering an employee who does not show a lot of emotion, it is easy to jump to the conclusion that everything in his or her life generates boredom. This is, however, unlikely to be the case. Most people are passionate about something; the key is to identify it, and then to locate a work context in which it can be expressed. You may find clues by observing the person in question and reflecting on their previous performance. Perhaps they were particularly enthusiastic when running a certain project, organizing a social event, or serving on a committee. Explore which aspects of these roles generated the uncharacteristic level of interest and enthusiasm. For example, maybe they appreciated the “expert” status bestowed upon them as a project leader; or enjoyed interacting with a wide network of people. If these opportunities are not present in their current role, then you have probably determined why they seem dispirited.
If you have never seen any evidence of passion in the workplace, ask your employee about interests outside of work, and try to identify the root of their passion in this manner.
Once you have discovered the basis of an employee’s passion, try to accommodate components of that passion in their job. This could be done, for example, by realigning their current job objectives, offering them a special project, or even moving them into a new job where they can engage their enthusiasm constructively.
Creative Direction
Passion is not always easy to manage. Signs of passion in a team member are often welcome, but not if that passion is inappropriately directed and therefore disruptive to the other team members. Passion needs a framework through which it can be effectively and creatively managed; this requires creating clear individual and team objectives to properly direct that passion. Managerial guidance—for example, reiterating objectives—can help keep enthusiastic team members focused and on track. Additionally, with clearly-stated objectives, an individual’s inappropriate use of enthusiasm can be addressed in performance appraisals, if necessary.
Rewards
It is not difficult to reward a team member for using his or her passion creatively and to the benefit of the organization. In most cases, a simple “thank you” adequately demonstrates appreciation, although a particularly valuable contribution may warrant a more tangible reward. Neglecting to recognize employees’ contribution and energy is likely to cause offense and hurt.
If someone’s passion differs from your own, it is easy to overlook or even devalue it. Make a conscious effort to learn about the passions of each member of your team; doing so in a team-building session allows other members of the team to tap this energy as well. In this way, new responsibilities can be allocated according to natural aptitude and desire—as well as experience and skill—and everyone can take responsibility for creating a high-performing team.
You may find that you are managing team members who have not discovered their own passions. This can happen when an individual enters a career early and/or has never really thought about his or her personal aspirations. Some employees may have never experienced professional tasks or activities that resonated with their personalities. Consider placing these team members into various situations that trigger different aspects of their talent; this should provide them opportunities to explore their nature in more depth. Also, encourage these employees to network in other parts of the business, to discover potential new interest areas. A wide exposure to the business may get them thinking more passionately about future career goals and delivering more value through their work performance.
Reference: http://www.bnet.com/2410-13056_23-55146.html?promo=713&tag=nl.e713
