Conquering the divide


In continuation to the previous post on The Triad, the divide separating profession and passion is the intention. Basically, it is the drive to figure out what interests you.

The question I want to ask is, whose responsibility it is to reduce this gap. Is it you? Your parents? Your company? Your friends? Your spouse? Just simplifying by grouping them out as you or others?

Should be pretty obvious, it is You! There is none to blame. If you are sorted half the battle is won. Probably others might play a supporting role, but the protagonist is you. One needs to balance these side characters in the right way. If unmanageable, one might have to get rid of them. Moreover, this depends on how badly one wants to do what they love doing. It is subjective.

Narrowing even further, in this post I want to touch upon how one of the prime side characters, the company you work (if you are working) for can play a role in reducing the divide.

First and foremost, I believe one should not expect anything from the company you work for. Things like learning is not there, not such a great work kind of things generally crop up. At the end of the day it has been ones own choice to get into this job. If it does not work out, better to hunt on better opportunities. Because, I believe a company does what is good for their business and the motto for them is to get things done. You are more of like a cog in a huge machinery. Cog might be small but does generate enough push to let the machinery work. Moreover, it is not possible for the company as well to cater to every ones need specifically. It will be a generic treatment.

One the other hand, companies should not try to cater to everyones needs. Because with huge head count, everyone’s definition of what is learning, what is good/bad work, what is growth, will be different. Satisfying everyone I believe is not feasible. Rather I feel the company should be crystal clear on what learning/growth options could be, depending on the business they are in. For instance, if a company is in software business, the potential growth options for an employee could be software architect or a management role sorts. They need to invest in getting the best resources (like online courses, in house training) for these options. The key is for the resources to be relevant to their business and even to the kind of work.

I think this way, the one working will be in control of what the company has to offer. All said, it is not as trivial as it is stated considering the reasons like it might be restricting in terms of what an employee can offer which is incoherent with cos expecting multi-faceted skills in the present day. But, I firmly believe some framework around potential growth options relevant to the business domain should help.

One analogy I can think of is, mapping the different kind of vehicles (bikes, cars, cycle etc.,.) on the road to be employees. The roads could be mapped to the learning/growth option. There are scenarios where a separate track is created for cycles alone, kind of a different option. But, it is impossible for different road or pathway to be present for each vehicle. I hope you got my point. And yeah, company could be mapped to government.

Essentially, this is all about taming the expectations between an employee and the company to hit the right balance which might help in reducing the divide between profession and passion for the individual.


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