Comments on: Hidden High Potentials and Underachievers – There is a Blog for You!

By: Forrest

Forrest — Fri, 27 Mar 2009 16:20:19 +0000

Kudos to Ganga for getting out and not allowing it to destroy her!

For all my bluster, Michelle, you and Glenn are still at the very top of my list of “People I Recommend Without Hesitation”, and the one for “Best Seminar I’ve Ever Attended”. If only more people would create requisite talent management systems! It would go so far to reduce the stupid suffering in the workplace and _increase productivity_.

You know, sometimes it would include showing these folks the door, because like Ganga they are capable of doing much more than they would be capable of in that company.

By: Michelle Malay Carter

Michelle Malay Carter — Fri, 27 Mar 2009 10:48:32 +0000

Hi Ganga,

Thank you for sharing your story. As they say, success is the best revenge. Congratulations.

I too was underutilized for a decade before becoming an independent consultant. I found in several situations, my managers recognized my talent and tapped if for their own purposes but endeavored to keep it hidden from others because I made their lives easier (in short term, while I could keep my attitude in check). I even remember a Director saying to me one day after I had to finish a project for my boss when she was out on bereavement leave, Oh, I thought you were just a secretary. I wrote about this situation here: http://www.missionmindedmanagement.com/talent-management-systems-drive-talent-hoarding-not-talent-promotion

Anyway, this is why it is important to create a requisite talent management system that is designed to keep two sets of eyes on each employee – the manager and the manager once removed – with the manager once removed accountable for the talent pool development of two levels down. It helps organizations from “showing their young, high potentials the door”. See: http://www.missionmindedmanagement.com/succession-management-whose-eyes-are-focused-on-talent

Thanks for the comment.

Regards,

Michelle

By: Ganga

Ganga — Fri, 27 Mar 2009 07:27:06 +0000

I worked in an organisation at the senior management level for five very long years, where I was the one ostracized. I was the first female manager in a very male dominated and competititive global organisation. I did try the “love them all” approach and it got me through, although when I left the organisation I took a whole year off. I was exhausted. During my time there, the behaviour of the other managers towards me was extraordinary and included anger and shouting, harassment, a whole suite of broken promises and work expectations that far exceeded those placed on my peers.

I left that organisation with my confidence damaged, and a feeling that I had “lost my voice”. It took quite a while to regain that.

I have since established a very successful consulting company. Our growth is tremendous and we are well respected for the quality of our work. I am currently planning the establishment of a second business. My previous place of work could have tapped into my ability but chose not to.

Why did I stay if it was so rough? For several reasons including that fact that the training provided was extraordinary, I travelled a lot to very interesting places and the ability to work globally was fantastic.

Thanks for posting this. For all those talented but unrecognised employees out there – take your talent elsewhere.