Often the steady performers on a team get overlooked. With this catagory there is lots of potential, and some people that are allowed to stay there even though they are having a negative impact on the team. Learn a different way of looking at this group and three steps to getting more engagement from these solid performers.
Mastery is “available to anyone who is willing to get on the path and stay on it-regardless of age, sex, or previous experience.” These were the words of George Leonard in a book he wrote called Mastery. Building on what Daniel Pink presented where attainment of Mastery takes 10,000 hours – Leonard reminds us that the journey is the key. So let’s talk about the journey and how organizations promote this journey.
10,000 hours translates into 5 years of doing something BEFORE you can be considered to have attained Mastery. So where did this number come from and what does it mean to people trying to attain it and leaders who are trying to grow and retain people that have this?
Mastery – Daniel Pink talks about it in his book drive and it is a key word in any discussion about individual development and being a leader that develops human capital (aka: your living, breathing, feeling people!). Pink did not invent Mastery as a significant part of the discussion of leadership and the motivation / development of people, but he does a nice job of highlighting the significance.