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Reaching Human Potential, Who Decides?

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Abstract

Waiting for “Superman” (2010) – The Story Behind the Movie “One of the saddest days of my life was when my mother told me “Superman” did not exist. ‘Cause even in the depths of the ghetto you just thought he was coming….She thought I was crying because it’s like Santa Claus is not real. I was crying because no one was coming with enough power to save us. – Geoffrey Canada, Waiting for “Superman” P15 The movie depicts the American Public School systems and why they are failing our children. As we consider what is occurring in the workplace today, young adults are graduating from High School with approximately 70% of the needed skills they need to compete in the workplace. If the young adults are fortunate to go to a community college for two years, they still graduate with approximately 70% of the needed skill set for the workplace, and the same is true for the four year undergraduate degree programs. Therefore one could hypothesize, when these folks are hired, the same process continues in terms of their ability to truly compete within that organization and whose responsibility is it to ‘reeducate’ these young adults? Are the costs being absorbed by the corporation and are the funds available to all those who are hired? Are people getting ‘tracked-in’ based on the old parameters? There are many questions to consider regarding a solution to this problem as the Talent Management and Strategic Workforce initiatives focus to retain, motivate and engage workers. The workplace is dealing with five generations in the workplace today and with a focus to drive increased performance from its employees. Can we hypothesize that our organizations are also failing their employees by applying industrial age methods to a new world?

Keywords: Human Potential, Engagement and retention of employees, tracks A, B, C, Performance Indicators, and Burnout

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