Tag Archives: scalable growth


Passion is the core to success

… and enables scalable learning and growth!

How does an organization know it has hired the right people? When the business is flourishing! But what does make a business successful? What is it that let employees excel in their daily work, and what is the difference between a great leader and a not so successful leader?

There are probably manifold possibilities to answer the above questions, but I truly believe there is one common variable that makes the difference!

Successful people and organizations are passionate about what they do!

In a recent Blog-post I talked about the story of the game changers (in German). The game-changers in a nutshell are those people that will help an organization to not only stay in business but to be innovative and a leader of the future business world. I really like to take the example of Kodak vs. Instagram where people, or rather people’s attitudes and personalities made the difference between filing bankruptcy and being a ground-breaking modern business case.

What is (worker) passion?Worker passion - 3 skills

Passion is a strong feeling of enthusiasm or excitement for something or about doing something. While especially in work

environments in the past decade(s), efficiency and employee engagement where the measurements to rely on. Today, this is not enough anymore. Firs companies have understood that they need worker passion in order to be able to survive and succeed in the future. Worker passion, according to Deloitte is coined by the three following personality skills:

Commitment to domain – any employee shall have the desire to have a sustainable and lasting impact on a particular industry or function. Obviously, the impact shall be increasing over time and with seniority. Ask yourself whether you are really willing to leave a footprint for the next generations in what you do!

Questing behavior – is about actively seeking (new) challenges, in order to improve individual but also team and organizational performance. Assumptions shall not be taken as granted by a passionate worker, but be challenged by this person as soon as a different approach might be possible.

Networking disposition – Passion is for sure enabled by a deep disposition to continuously seek interaction with others. The interactions are used to grow the own network by building strong and sustainable relationships. These relationships shall be mutual beneficial for both parties and be based on trust to gain new insights.

How can one become (more) passionate?

Normally, you don’t find passion along the way to work! This is something where other (more reliable people than me) have already written a lot about. But I believe, what is crucial here, especially for young talent and institutions educating them, is:

  • Be prepared (in terms of expertise)
  • Be interested in what you do

These are two rather essential prerequisites in order to develop passion over time. However, if you talk to successful people today, they tell you the passion was their core to success and in addition it seems like they are having lots of fun at work, then this is probably only a rather vague argument for the actual success. Also those people probably had hard and not so fun times in their work. But if you work hard, you normally become better in what you do and thus you eventually have the chance to spend more time on the fun parts of your work and have the chance to discover more interest into the topic or function and increase the footprint you can leave for the next generation. So it is not necessarily the passion you need to work on, but rather more reflection on the things you are already working on.

Passion enables scalable learning and can create a better work environment

If you are passionate about a topic – even at a rather early stage of your individual career – you need more or less no more additional targets or business objectives to know what you need to work on. Your manager or leader does not need to enforce your work by doing micro-management, but can give you the freedom so many employees would like to have.

In the end, having more passionate people in the right positions, would help to modernize the work-environment and make work again more enjoyable for many! However, especially if you are about to enter the workforce and start thinking about your dream job, do not forget, that there is more than just your individual passion to consider. 


Unlock the Passion of the Explorer (2013); Deloitte University Press: Report 1 of the 2013 Shift Index series; last retrieved 31.05.2014 from http://deloitte.wsj.com/cfo/files/2013/09/Unlock_Passion_report.pdf