Five million minutes, how will they be spent? Will they be spent with dread, indifference, or in a creative zone where time flies by? The minutes I refer to are the average amount of time a person will put into their job, gig, hustle, or career over the span of their working life. Using a more immediate approach, much of our daily non-sleep time will be dedicated to work, a work-related commute, preparing for work, or winding down from work. So, it was disheartening this weekend to see a story pop up in a news feed about the high percentage of people who are unmotivated in their jobs.
There is a wide gulf along the continuum from being unmotivated to having passion for what one does. Sadly, society may not necessarily create space for having passion in one’s career. Steady pay (the belief of), health insurance, decent benefits, and reasonable paid time off may be sufficient reason for a person to remain in a position that doesn’t provide passion. Cultural and generational norms may also serve as reasons for not having a conversation around “work passion.”
But maybe we can look at the arts for inspiration to begin a dialogue. Two quick examples: songstress extraordinaire Patti Labelle and rocker Mick Jagger. Both are approaching eighty years old, yet they are still recording and performing. Many decades ago, they could have retired and hung it up. They still have the technical and artistic skills to perform. They surely don’t need the income. A long time ago they established that they were legends in their industry.
So, what is it that drives them to do what they do? What is it that causes them to continue to do it when they don’t have to do it? Maybe it is passion? Now don’t get me wrong, last time I was on tour with Mick and recording with Patti – okay can’t a guy dream? We all know they had and will have their bad days: the rough touring schedule; the studio time where the session doesn’t come together; and songs that were never released. However, very little that is worthwhile comes easy. Yet for Patti and Mick to remain energized, to find their zone, and to be in the state of flow some eight decades later can’t occur without intrinsic passion.
I know what you are saying: they are multi-millionaires, they are superstars, we can’t compare them to us. Well maybe we can. We all have choice. They chose musicianship and we chose what we do. We all must display some level of technical or skills-based competency. They have done that and so have we. And just like them, the choices we make and competency we have allows for the generation of income. At a fundamental level it is all the same. But maybe the added factor of passion is what has allowed them to endure?
Passion can develop intrinsically and extrinsically. The extrinsic development of passion can occur if the right culture exists. Employers – who control the hiring, onboarding, and talent retention process – may have chosen a transactional relationship ideology over a culture of passion. They seek highly competent and productive employees to fill roles, and in exchange for that they are provided a competitive compensation package. On a scheduled basis someone will evaluate the employee to see if the terms of the transactional relationship are being met. If so, the employee will be given an increase to their compensation package. Not to diminish that too much, but it seems to be no different from tossing the circus sea lion a treat after they successfully balanced a ball on their snout. (Trust me I thought over and over: did I say that? Will I leave it in this article? Is that an ouch moment?)
We are not sea lions. We have the capacity to have workplace conversations to ask: Are you passionate about what you do? Are you passionate about who you do it for? What makes you come alive with respect to your position? What does it take for you to reach a state of creative flow or be in the zone? What is it that you love to do so much that even when you are not facing a deadline you will look up and realize it is the end of the day?
These conversations are few and far between. Because of this, employers have non-committed proficient employees who will jump at the offer of another transactional relationship with an enhanced compensation package. They fail to develop committed, engaged, passionate brand ambassadors. This of course assumes that the company has already done the necessary work around life-balance, well-being, DEI, and intercultural development. I am certain this message is not for everyone. The overwhelming super, Super, SUPER majority of employers are content with the transactional relationship and the costs associated with losing and replacing talent.
But I also know that there are smaller, hungrier, nimbler companies with leaders who understand that a culture of passion beats compliance all day every day. Leaders also realize that it is not an and/or choice. Of course, employers seek out talent that checks all the boxes for professional, technical, and substantive competence; but they also should endeavor to hire those who are passionate about what they do.
Reflection Questions:
What are you doing when you are in the zone and time flies by?
What does it take for you to reach a state of creative flow or be in the zone?
Are you passionate about what you do?
Are you passionate about who you do it for?
What makes you come alive with respect to your position?