In the modern working world, there is a growing problem with how human resources are handled. More and more people, for example, endure employee training because they have to. It's like a colonoscopy: close your eyes and get it over with, then carry on as before. When asked about its deeper meaning, the response is often a shrug of the shoulders. More and more often, top decision-makers signal to me: "Do the seminars with the others and confirm them. But leave me alone. It's of no use to me." Yes, it has even become a status symbol not to have to participate in employee training. It's like, "The others still need it. But I don't anymore. I'm already further along." This is a big problem for human resources management.
When these training-weary individuals then experience that there is another way—through mental challenge, mental effort, uncomfortable reflection, resulting in intellectual growth—they are initially surprised. They are not used to this. They are also amazed at how helpful it is on a mental level. Then the question arises: "Why didn't we take advantage of these training opportunities earlier?" The answer is clear: because for years, something completely different was expected and delivered. After all, demand determines supply.
I hope that these lines will awaken a different need and clarify the view of human resources. That is my wish.
Recognition or growth?
Among other things, "confirming the status quo" leads to a desire for constant interaction with like-minded people. Networking is a very big topic. It's less about intellectual growth and more about recognition for what you do. So you meet with like-minded people and confirm each other's views, which stifles the potential of human resources. This creates networks with similar needs. It's a certain form of lobbying, because you are competent, after all, you have attended and completed countless seminars and licenses.
The knowledge is enormous. The skills (impact) could be improved. Anyone who learns about better and better tools and apps in numerous training courses will eventually think that they can also use these tools. However, the update for the operating system, the skills, is neglected. What a tragedy.
"People love those who pretend to make them think. They hate those who actually make them think."]
This is why, unfortunately, far too many people have developed an aversion to the various continuing education opportunities available. This is not openly discussed, because the official status of human resources is set in stone. Otherwise, one is morally accused of being "unteachable." However, people want less and less confirmation of the status quo because they know that this short-term adulation does not bring sustainable solutions. They want ideas for intellectual growth. And yes, after that, they want confirmation of their intellectual growth. That's how it works.
How can I recognize this confirmation?
- Mental illnesses are on the rise.
- Emotional overload is booming.
- There is a lack of acceptance for employee training.
- Confirmation is more important than results.
- Being popular is more important than responsibility.
- Psychological safety is more important than clarity.
- Harmony (good feelings) is more important than conflict.
- There is a lot of arguing—with moral accusations against others.
- Projecting strength (image) is more important than Smart Trust.
- Being needed, wanting to be liked, looking good in front of others, and being popular are the main motivators. This leads to interesting intangible status symbols.
- Intellectual struggle, effort, and growth are avoided.
- Knowing content (certificates and status) is more important than being able to use content (results).
- Proximity, sympathy, networks, in other words relationships, are more important than impact.
- Criticizing others (questioning them) more than questioning oneself. Pretending to be open to criticism, more appearance than reality.
The result: human resources are not systemically important and become a "nice-to-have."
Think about it...
Yours, Boris Grundl
