Friedrich Nietzsche: «Todo el mundo posee talento innato, pero sólo algunos tienen el grado de constancia, paciencia y energía necesaria para desarrollarlo, para convertirse así en lo que verdaderamente son, y manifestarlo con actos y acciones».
¿Qué es el talento? resulta ser una pregunta tan difícil como: “¿cuál es el sentido de la vida?
El uso de la palabra “talento” se volvió común y corriente, pero, lo común y corriente, a menudo, amerita ser revisado y desafiado.
Los diccionarios tienden a definir al talento en términos de “una marcada habilidad innata” o un “atributo natural de una cualidad superior”, sugiere que el talento es algo que uno tiene o no tiene (Lejos del pensamiento de Nietzsche). Así, para algunos el talento es parte de la “arbitraria y normal distribución” que ha hecho la naturaleza, en la que en un extremo vale la pena haber nacido y en el otro extremo no.
Visto esto, la cuestión de arranque es que la mejor definición de talento es: la NO definición.
Y la segunda cuestión es: “talento: es lo que sobra”.
Las personas, en el transcurso de su carrera laboral, descubren que tienen el “talento” y la “motivación” para desarrollar cierta clase de trabajo y no cualquier trabajo. Hay razones para entender por qué la gente hace lo que hace.
Son tres los pilares para que el talento, que todos tenemos, se manifieste:
- La motivación
- Las preferencias personales
- La cultura de la empresa
La motivación
A la motivación la podemos entender desde dos perspectivas:
- La satisfacción de necesidades.
- Las expectativas que los otros tienen de nosotros.
Respecto a la satisfacción de las necesidades: existe una demanda jerárquica, donde la satisfacción de una necesidad de orden inferior dispara la demanda por la satisfacción de la de orden superior, hasta llegar a la autorrealización personal. Esta jerarquía es dinámica.
Todos tenemos las mismas necesidades que satisfacer, pero la manifestación de la demanda de cada una de las necesidades dependerá de la satisfacción de la necesidad de orden inferior. No se llega al máximo nivel de la pirámide de las jerarquías y se da por resuelto todo ya que, pueden dejar de estar satisfechas necesidades inferiores en cualquier momento y entonces, de disparará la necesidad de satisfacer la demanda de la necesidad superior a la inferior satisfecha (Maslow). La satisfacción de necesidades produce en las personas motivación.
Por otro lado, debemos concluir que hay satisfacción de necesidades que no producen motivación y sólo producirán falta de motivación, cuando están insatisfechas. Es decir, hay acciones que satisfacen necesidades, pero no motivan. Estas han sido denominadas “necesidades higiénicas” (Herzberg).
Las expectativas que los otros tienen de nosotros: existen numerosos estudios, en el ámbito de la psicología, que demuestran de qué manera las personas podrán estar motivadas o no según la conjetura que sobre ellas se tenga.
El llamado “efecto Pigmalion” (Rosenthal), cuenta que Pigmalion fue un héroe en la mitología griega. Había esculpido “su” mujer ideal. Fue tanto el amor, la pasión y el deseo que Afrodita, la diosa del amor, le dio la vida. Así, del mármol, nació Galatea.
El efecto Pigmalion demuestra que uno puede tener sobre otro conjeturas y expectativas positivas o negativas. Se podrá actuar, entonces, como un Pigmalion positivo o negativo. Las personas actuarán según las expectativas que sobre ellos se tenga. De manera que muchas veces, inconscientemente, termina uno haciendo que la profecía se cumpla. Es lo que llamamos “la profecía autocumplida”. Uno cree que lo predijo, cuando en realidad uno se convierte en el promotor de las conductas.
Las preferencias personales
Se ha detectado que las personas tienen un claro patrón de respuestas hacia los estímulos en el ámbito laboral. Si bien uno puede observar, a priori, cierta inconsistencia en las historias laborales, podemos, sí, visualizar un elevado grado de consistencia en “las razones de cada decisión”.
Y las razones, tienen como tronco central a las preferencias. Esas preferencias personales se ponen de manifiesto en los momentos en que se debe optar entre distintos tipos de empresas, culturas organizacionales o alternativas laborales.
A lo largo de la carrera, las personas pueden tomar decisiones aparentemente inconexas. Sin embargo, todas ellas apuntan en una misma dirección: conectarse con trabajos articulados con los valores, conocimientos, habilidades, motivaciones y necesidades personales.
Hay motivos personales, vocación y aspectos de la personalidad y del pasado que favorecerán o tendrán un impacto negativo para que el talento pueda observarse en las conductas de los individuos.
Las personas prefieren hacer una determinada cosa o estar en un determinado lugar. Esa es el área de preferencia.
La cultura de la empresa
No hay empresa que pueda crecer y desarrollarse si sus miembros no pueden crecer y desarrollarse como individuos íntegros, consustanciados con lo que hacen y comprometidos con su propio futuro.
Quienes tengan personal a cargo deben prepararse para actuar en una cultura organizacional con orientación al respaldo y reconocimiento, donde conocer a su personal formará parte de la tarea más compleja de los líderes. Los colaboradores esperan de sus superiores que estos tengan una actitud de inspirador, orientador y facilitador. Los individuos necesitarán construir un simple y claro modelo de desarrollo para planear e instituir un cambio permanente en lo personal, el cambio que las “nuevas realidades” exige.
Las organizaciones deberán promover el éxito de los lideres y su gente, en este sentido.
(*) El Dr. Roberto Vola-Luhrs es Licenciado en Recursos Humanos egresado de la Universidad de Buenos Aires y Doctor en Ciencia Política. Socio co-fundador de Voyer Internacional. Académico en distintas universidades de Latinoamérica y reconocido conferencista en temas de su especialidad.
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