In Satyajit Ray’s iconic Bengali film ‘Pratidwandi’, a friend asks the protagonist why he doesn’t clear job interviews, though having such good intellect. He replies sardonically ‘ Who wants intellect ?!’ One of the great paradoxes today is that while there is no dearth of talent but only few eventually make it to the pinnacle of success and get the recognition they deserve, leaving room for plenty of mediocrity at the top ! The modern jargon exhorts ‘ working smart’ is the way forward never mind the art and craft.
If the parable of ‘hard work is the only way to succeed’ is true why then do only a handful actually realise their full potential (professionally or in chosen fields ) despite being talented and industrious. It’s probably not just the intense competition that disfavours them but how to compete and edge out others in the race that is the crux. A bigger issue remains that many are not aware of their forte or strength areas which need to be nurtured
For that matter are the employers really looking for talent (with originality and creative thinking) or identities matching the boxes of selection process ! There’s this familiar case of Mr. Competent (C) and Mr. Slick-smart (S) – both started out as freshmen with ‘C’ showing greater proficiency, very quick-on-the-uptake and so work-obsessed that lunch breaks would be foregone. ‘S’ shrewdly focused on that side of the bread which had butter, made sure of being at the right place at the right time, making the right noises suavely to the right people. At the end of their careers, C had been able to manage just three promotions in 30 years (and accumulated huge working knowledge) while ‘S’ became the darling of those who mattered and made it to the top.
This appears to be happening in all spheres of work, govt. services, banks, private sector firms, corporates and even the creative fields.
Also, one of the problems that most talented people face is pride in their skills which demand recognition rather than to seek it. Operational capability and good contributions failing to get appreciated is a common occurrence in organisations where individuals matter only if they represent a part of management which must project its own image rather than those of its team. The talented are more focussed on honing their skills and lose out on self-promotion. Those less talented are more adept at it !
Experience has shown that prestigious projects are mooted to enhance owner’s image – however, that’s where the ownership ends ! Implementation, results, outcomes is the hard task of the appointed ground-staff, shortfalls in targets even if justified, are not tolerated and accountability fixed on staff as per guidelines. Success and glory of the project, on the other hand, is credited to the foresight, vision and sagacity of the makers – in some cases forming part of their best-seller memoirs too !
Working on Living 