It is Only the Talent Driven Who ABLY Manage to Develop SMART Goals that are Propelled by SMART Objectives
By Mwangi Wanjumbi – Newtimes B. S. CEO & Chief Consultant/Trainer
The recent elevation of talented personalities to leadership positions, is certainly commendable. On this unique move, the current Tourism Minister could be guided by unusual leadership foresight. That may be the only explanation on why he is selectively appointing celebrities such as Caroline Mutoko, Daniel Ndambuki aka Churchill and others to the boards of tourism oriented quasi government bodies, as opposed to the usual political rewards that we are used to.
Actually, the idea of using talents and status of the personalities, in marketing the country as a favorite tourist destination, should not be taken for granted. Similar talented and high status celebrities have internationally been accorded special ambassadorial roles, especially by the UN. Some are referred to us messengers of peace, special representatives, sports champions and many others, all serving interests of publicizing one effort or the other.
Meanwhile, when Tom Peters, a renowned management Guru visited this country sometimes in 2008, he spent a full day giving wise counsel to some 200 or so CEOs at Safari Park Hotel. It is still memorable how he emphasized the need for recognizing and embracing talents. That is compared to the MBA certificates that were then, and even now treated as the main pathways to plum jobs, especially in the executive categories. Essentially, adoption of Tom Peter’s idea on talent is still brilliant not only for organizations, but also the national perspective. Why?
The world has been changing and doing so extremely fast. Notably, most of the developed world is already operating in the talent era and therefore continually moving from knowledge era of the 21st century, as epitomized by the recently departed Stephen R. Covey. That sends clear signals to those yet to visualize the benefits of talent driven organizations and/or economy.
Nevertheless, mention of talents will almost instantly bring to mind the exploits of sportsmen/women and especially our world beating athletes. They have consistently been collecting medals in various international racing forums. Never mind the poor showing exhibited at the recent Olympic Games staged in London, better analyzed elsewhere.
In the meantime, it can still be recalled how in 2009, the Kenya Television Network conducted an interesting talent search program. ‘The presenter’ as it was branded, finally earned jobs to some two Kenyans who emerged as the best of them all. That was after a grueling several weeks of training and testing of creativity and innovation in journalism, for all the young Kenyans who had been competitively selected.
Further, we have also in recent years been treated to the annual Tusker Project Fame, which concluded its season 5 only in July 2012. The only hitch is that project lasts for only 8 weeks. Seemingly, none of the ‘talented’ singers has gone through the paces of acquiring the 10,000 hours of consistent practice (about 5 Years), which leads to perfection, as advocated by Author Malcolm Gladwell. Notably, greats like Bill Gates, Steve Jobs and many others have passed through the same.
Conversely, all of us have one talent or the other, lying within us only waiting to be exploited. Once unleashed, the requisite benefits accrue to not only the individuals and employing organizations, but also the different nations and indeed the entire humanity. Actually, infinite success for each of us depends on our ability to identify and nurture our talents. Those ideas are now scientifically proven, especially through the humanities branch of psychology.
Ladies and Gentlemen CEOs! When guided by talent, we are all able to develop SMART goals that are propelled by SMART objectives, which are aligned to our personal orientations. The same lead us into effortlessly unleashing our full performance potential. Imagine the organization-wide effect!
Interestingly, our (Newtimes Business Solutions) organizational culture change /employee re-branding solutions take care of this aspect of organizational change, whatever the prevailing situation. In one corporate body that recently embraced the program, we have learnt that more than 20% of the employees across the generation gaps, immediately re-assessed their situations and promptly re-entered school. Naturally, they aim to re-align their career focus thus unleash their full potential, in line with changing realities and new realizations. It is no wonder then that most of the testimonials received from clients (see our URL) are quite humbling.
Ideally, 21st century organizations can only grow when the employees and their leaders are growing, in mind and many other attributes, as the said corporate body and others have experienced. When will you commence the process of re-engineering your organization through invaluable talent alignment among st other interventions? Continued delay may only lead to lost personal and organizational opportunities. For now, please realize that this message is actually for your consideration. I mean you, who has just read this article.
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