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Leadership Development - What Do Workers Need? Self-Actualization

When Abraham Maslow developed the Hierarchy of Needs, he placed the need for self-actualization at the very top. Self-actualization is the have to reach an individual's full potential; as the U.S. Army used to say, to "Be whatever you can be." Maslow felt that was the best need humans possessed and he noted that lots of people never reach this level. That is why it's vitally important to understand and recognize this pinnacle of the human needs.

John was a quiet associate. His managers really liked him because he could tell a person where almost everything was in the store. Whenever a recent store-wide reset was completed, he seemed to instinctively know all the new locations, a lot more amazing considering the store had a large inventory of small products. Unfortunately, John's managers saw his quiet demeanor as too little motivation, completely missing his ought to be self-actualized. When opportunities to go to new positions within the store arose, he was usually not seriously considered. John works for another company now, lured away by the chance of continuously learning new parts of the business.

When a worker feels her or his survival and safety needs are met, plus they feel a genuine sense of belonging, they move to a need for self-esteem. The need to reach a higher degree of self-esteem that results from personal development isn't far removed from the necessity to be self-actualized. These folks will actively look for opportunities to learn and grow, both personally and professionally. They would like to be successful and they define success because the capability to constantly learn and improve.

Since not all people ever reach this level, it is important that managers recognize those who do. There are many things to look for. A self-actualized person will look for opportunities and strive to learn new things. They'll often display understanding of a wide variety of subjects. Be pinnacle leadership development . Their personality traits may or may possibly not be what you expect. As with John in the example, the individual could be quietly confident, but they can also be very outgoing and also boisterous. You can't always judge this book by its cover. Rather, the leader should look just a little deeper to see what the individual is striving for.

A manager who discovers a self-actualized employee should consider herself very fortunate. These folks don't come along every day and must be handled carefully. The employee who has already reached this level of human need could be worth their weight in gold. They usually don't require a lot of supervision and may often help train others. They're motivated by this dependence on personal challenge and success and the shortcoming to achieve that will create serious conflict that's usually resolved by seeking a fresh opportunity.

Look around at your employees. Identify at what degree of human need they appear to be. What are you doing to greatly help them satisfy that require?

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