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Discover your 4-Fold Capacity

Discover your 4-Fold Capacity

I worked in retail for a short time, and detail business that retail is, the experience created some lingering impressions for me. One was a fascination with taking inventory, and projecting the potential margins that inventory could represent.

In the retail business I learned to consider assets as a means to an end; the ‘end’ was product and service. My shop inventory created a product experience for the customer which exponentially magnified my actual cost of goods sold, generating much larger revenue streams. In its raw form, my inventory was actually capacity.

Capacity. The word began to be one that struck some very resonant chords with me. As I discovered my passions in management and leadership, it didn’t take me too long to connect the abundance of human intrigue to capacity too. I wondered about the human capacity for worthwhile work: Could that be something we could ‘take inventory’ of?

Today, I look at our capacity for work in four different ways; physical, intellectual, emotional, and spiritual. Within each realm, we can reveal the incredible potential people have, because we look at their innate strengths with a bigger view; we ‘see more’ of them in that we see them with a greater wholeness.

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In particular, this four-fold view of a person’s capacity has been a good way for me to coach leaders in the mentorship they offer to those they feel are their possible successors. When we mentor, we want to help another discover all they are capable of achieving in a full exploration and celebration of who they are, and who they can be.

Let’s look at these four different dimensions of human capacity one at a time. I am still learning about the abundance to be found in each, and I invite you to investigate them with me.

Physical Capacity

Athleticism, appearance and health are the more obvious parts of physical capacity, however this also includes demeanor, disposition, and those personality traits important for likeability. Beyond those surface traits we recognize, we are looking to discover someone’s born-in talents. From those talents we can reveal their natural inclination for learning certain skills. Conversely, their non-talents will reveal when learning other skills will prove difficult for them.

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Intellectual Capacity

If we are to ‘respect a person’s intelligence’ we must reveal all of their intelligence and celebrate it. Intellectual capacity is what we most often refer to as a person’s pool of knowledge, and further, how they apply and use it. It is how a person thinks and reasons, and how they make decisions. Intellectual capacity includes their ability with problem solving, their thirst for learning, and their capacity for generating new ideas. I have begun to think of self-talk and ‘mental gymnastics’ as the tools of intellectual capacity.

Emotional Capacity

Included in emotional capacity is self-esteem, confidence, and the assertiveness which stems from personal values; thus I consider someone’s beliefs and deep-seated convictions to be more a part of their emotional capacity than of their intellectual capacity. Going back to the concept of ‘taking inventory,’ emotional capacity also includes our tolerance and load factors for stress and burn-out. This is where I’ll also look at someone’s sense of belonging and needs for security. Energy level is directly related to your emotional capacity.

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Spiritual Capacity

I have always found it most useful to look at this as defining the ways a person is inspired, in other words, how they are ‘in-spirit.’ This is the inventory of someone’s personal values, their grounding and sense of place, and their aloha spirit (how they are in the ‘breath of life’). Within spiritual capacity we can start to recognize our connections to social responsibility, to civic duty, to our humanitarian tugs-of-heart, and with those things which bring us closer to a sense of self-actualization.

When managers are coached to look at their people through these lenses, it is akin to their meeting them all over again. They can gain far greater levels of respect for the richness people represent, and they get excited about the opportunity they have been given as coaches and mentors. They begin to realize how unlimited our capacity can be, and they coach better because they encourage more, and with a far greater sense of optimism and celebration.

When you are a manager, the capacity of your people is an inventory well worth taking, for the abundance it creates is actually within you and your outlook.

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Related Articles:
Experience Required. (Are you sure?)
What it means to “Look to your source.”
Mastery, Permission to be oh so human. Rosa Say is the author of Managing with Aloha, Bringing Hawaii’s Universal Values to the Art of Business and the Talking Story blog. She is the founder and head coach of Say Leadership Coaching, a company dedicated to bringing nobility to the working arts of management and leadership. For more of her ideas, click to her Thursday columns in the archives, or download her manifesto: Managing with Aloha, on ChangeThis.com.

Rosa’s Previous Thursday Column was: Easy to duplicate = Easy to learn.

More by this author

Rosa Say

Rosa is an author and blogger who dedicates to helping people thrive in the work and live with purpose.

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Last Updated on October 13, 2020

How to Get Promoted When You Feel Stuck in Your Current Position

How to Get Promoted When You Feel Stuck in Your Current Position

Have you been stuck in the same position for too long and don’t really know how to get promoted and advance your career?

Feeling stuck could be caused by a variety of things:

  • Taking a job for the money
  • Staying with an employer that no longer aligns with your values
  • Realizing that you landed yourself in the wrong career
  • Not feeling valued or feeling underutilized
  • Taking a position without a full understanding of the role

There are many other reasons why you may be feeling this way, but let’s focus instead on learning what to do now in order to get unstuck and get promoted

One of the best ways to get promoted is by showing how you add value to your organization. Did you make money, save money, improve a process, or do some other amazing thing? How else might you demonstrate added value?

Let’s dive right in to how to get promoted when you feel stuck in your current position.

1. Be a Mentor

When I supervised students, I used to warm them — tongue in cheek, of course — about getting really good at their job.

“Be careful not to get too good at this, or you’ll never get to do anything else.”

This was my way of pestering them to take on additional challenges or think outside the box, but there is definitely some truth in doing something so well that your manager doesn’t trust anyone else to do it.

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This can get you stuck.

Jo Miller of Be Leaderly shares this insight on when your boss thinks you’re too valuable in your current job:

“Think back to a time when you really enjoyed your current role…You became known for doing your job so well that you built up some strong ‘personal brand’ equity, and people know you as the go-to-person for this particular job. That’s what we call ‘a good problem to have’: you did a really good job of building a positive perception about your suitability for the role, but you may have done ‘too’ good of a job!”[1]

With this in mind, how do you prove to your employer that you can add value by being promoted?

From Miller’s insight, she talks about building your personal brand and becoming known for doing a particular job well. So how can you link that work with a position or project that will earn you a promotion?

Consider leveraging your strengths and skills.

Let’s say that the project you do so well is hiring and training new entry-level employees. You have to post the job listing, read and review resumes, schedule interviews, make hiring decisions, and create the training schedules. These tasks require skills such as employee relations, onboarding, human resources software, performance management, teamwork, collaboration, customer service, and project management. That’s a serious amount of skills!

Are there any team members who can perform these skills? Try delegating and training some of your staff or colleagues to learn your job. There are a number of reasons why this is a good idea:

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  1. Cross-training helps in any situation in the event that there’s an extended illness and the main performer of a certain task is out for a while.
  2. As a mentor to a supervisee or colleague, you empower them to increase their job skills.
  3. You are already beginning to demonstrate that added value to your employer by encouraging your team or peers to learn your job and creating team players.

Now that you’ve trained others to do that work for which you have been so valued, you can see about re-requesting that promotion. Explain how you have saved the company money, encouraged employees to increase their skills, or reinvented that project of yours.

2. Work on Your Mindset

Another reason you may feel stuck in a position is explained through this quote:

“If you feel stuck at a job you used to love, it’s normally you—not the job—who needs to change. The position you got hired for is probably the exact same one you have now. But if you start to dread the work routine, you’re going to focus on the negatives.”[2]

In this situation, you should pursue a conversation with your supervisor and share your thoughts and feelings to help you learn how to get promoted. You can probably get some advice on how to rediscover the aspects of that job you enjoyed, and negotiate either some additional duties or a chance to move up.

Don’t express frustration. Express a desire for more.

Present your case and show your boss or supervisor that you want to be challenged, and you want to move up. You want more responsibility in order to continue moving the company forward. Focus on how you can do that with the skills you have and the positive mindset you’ve cultivated.

3. Improve Your Soft Skills

When was the last time you put focus and effort into upping your game with those soft skills? I’m talking about those seemingly intangible things that make you the experienced professional in your specific job skills[3].

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Use soft skills when learning how to get promoted.

    According to research, improving soft skills can boost productivity and retention 12 percent and deliver a 250 percent return on investment based on higher productivity and retention[4]. Those are only some of the benefits for both you and your employer when you want to learn how to get promoted.

    You can hone these skills and increase your chances of promotion into a leadership role by taking courses or seminars.

    Furthermore, you don’t necessarily need to request funding from your supervisor. There are dozens of online courses being presented by entrepreneurs and authors about these very subjects. Udemy and Creative Live both feature online courses at very reasonable prices. And some come with completion certificates for your portfolio!

    Another way to improve your soft skills is by connecting with an employee at your organization who has a position similar to the one you want.

    Express your desire to move up in the organization, and ask to shadow that person or see if you can sit in on some of their meetings. Offer to take that individual out for coffee and ask what their secret is! Take copious notes, and then immerse yourself in the learning.

    The key here is not to copy your new mentor. Rather, you want to observe, learn, and then adapt according to your strengths.

    4. Develop Your Strategy

    Do you even know specifically why you want to learn how to get promoted? Do you see a future at this company? Do you have a one-year, five-year, or ten-year plan for your career path? How often do you consider your “why” and insure that it aligns with your “what”?

    Sit down and make an old-fashioned pro and con list.

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    Write down every positive aspect of your current job and then every negative one. Which list is longer? Are there any themes present?

    Look at your lists and choose the most exciting pros and the most frustrating cons. Do those two pros make the cons worth it? If you can’t answer that question with a “yes,” then getting promoted at your current organization may not be what you really want[5].

    The two most important days in your life are the day you are born and the day you find out why. —Mark Twain

    Here are some questions to ask yourself:

    • Why do you do what you do?
    • What thrills you about your current job role or career?
    • What does a great day look like?
    • What does success look and feel like beyond the paycheck?
    • How do you want to feel about your impact on the world when you retire?

    Define success to get promoted

      These questions would be great to reflect on in a journal or with your supervisor in your next one-on-one meeting. Or, bring it up with one of your work friends over coffee.

      Final Thoughts

      After considering all of these points and doing your best to learn how to get promoted, what you might find is that being stuck is your choice. Then, you can set yourself on the path of moving up where you are, or moving on to something different.

      Because sometimes the real promotion is finding your life’s purpose.

      More Tips on How to Get Promoted

      Featured photo credit: Razvan Chisu via unsplash.com

      Reference

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