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Those who know how will always work for those who know why

Some can recite gargantuan formulas necessary for understanding physics, chemistry or calculus. They might not have the first clue how to change a tire on a car, but they can explain how a lunar landing was accomplished.  Have you ever run in to this logic?  Have you ever worked for someone like this? I have and it was so frustrating that it rated a post on my blog.

I’ve always thought common sense meant that everyone had a basic understanding of how things worked. The truth is common sense is as rare as genius. People simply do not think the same about similar ideas. Some see the problem, others the solution. Some dwell on symptoms and others wonder…if it’s lunchtime.  The same issue, a thousand perspectives.

Knowledge is considered the technical side of logic, the actual design. Wisdom is the application of the design–what to do with something after it is built or completed. A person with both knowledge and wisdom can move mountains and accomplish tremendous feats of success. I’ve only met a few people like this in my life–in fact, they seem to be a declining species.

You generally see the knowledgeable workers supporting the wise leader in a company. The boss maintains the vision while the staff members orchestrate the construction to that vision. What happens when that model fails? Or is reversed? Can a business prosper if the technical knowledge is in the hands of the leaders? Of course it can, but the result is a crippling disease known as micro management.

In theory, if you as a manager have to help a staff member to do their work, remind them of deadlines and follow up after them, you can get rid of that person. This might seem cold but it’s just a theory–so hear me out.  An employee that takes that much nudging is costing you a fortune in time. So, if you are wondering where you could find a person to replace them–you already have your answer-You! Of course you will hire someone else and engage them more fully in the job. But for now, you are doing most of that slow person’s work for them–maybe they are the smarter one?

The idea is not to fire your non-motivated workers but to show them how to change for the better. Set challenges, measure results and watch them grow!

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