BUILDING THE PROFICIENCY IN ORGANIZATIONS

The foundation of every organization is people.

Organizations can grow only through the people within.

Individual growth is not a guarantee for organizational growth yet without personal growth no organizational growth will occur. It is a real paradox. People are the energy that steer the organization so it is crucial to dip into the potential of the people within.

Traditional organizational treatment of individual needs is not designed for tapping into the potential of the people. To be able to do that organizations need to be able to nurture self actualisation and provide the conditions which will enable people to expand their growth and learning capabilities.

The foundations of Proficiency are measured in both skills and competency; it also requires synergy between them so it becomes the direction or path on which we are constantly clarifying what’s important to us. Proficiency needs to be practiced and imbedded in everyday life. Vision is a mental creation of what we want. Reality is an objective observation of the current state. The gap or the difference between those two can create an intrinsic tension. That tension can be positive, motivational or negative or discouraging. The length of the gap is one of the factors which have an influence on the polarity of the tension within. We feel motivated for example, when we observe the gap as being able to be ‘bridged’.

Working on our Proficiency includes having an optimal amount of information needed to keep moving toward the results formulated in our vision about both our personal as well as our professional life. Being motivated to shrink the gap between our vision and observed reality is giving us the feeling of purpose. As long as we have a positive attitude towards the observed difference (the gap) we will be able to step away of our assumptions and find the new angle or perspective on working with the tension rather than against it.

Higher level of Proficiency is connected with higher levels of Emotional Intelligence (EI) and the two parts complement each other. They are interlinked. Qualitative improvement in one will result in positive addition on another. For example, if we are practicing emotional development we are deepening and widening the knowledge of ourselves and others.

We are becoming more aware of our feelings, what triggers them and how are they presented in our behaviour. At the same time we are able to make more correct conclusions about other people’s feelings why-and-whereabouts.

Higher levels of Proficiency as well as higher level of EI are the enabling forces for creating a capacity for delayed gratification which is crucial for keeping the gap between our vision and reality optimal for reaching goals which would seem unrealistic and too distant to others.

The development of people in organizations is important because it presents the foundation for organizational success and resilience. People with higher proficiency and embedded EI virtues are more devoted, proactive; they take more responsibility and they learn faster and easier.

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