Introduction:
Enthusiasm is an attitude and character of a person. It shows energy, drive and interest in tackling work, issues, play, hobbies, and problems or for that matter anything. It does not mean that if a person is enthusiastic, he or she is more competent and skilled. Even if he or she is less competent, it is made up by personal enthusiasm. Since team building and team working have become mandatory in the modern workplace, selecting enthusiastic people has become extremely crucial. When it comes to selection of people, professional recruiters will opt for people who are more enthusiastic, even if they are less skilled compared, to more skilled but less enthusiastic people. The reason is obvious. Enthusiasm is infectious as well as contagious and such people make the teams enthusiastic. Morose people, even if they are more skilled, make the teams morose. Enthusiastic people usually have high energy, are cheerful and with acquired competences can make a big difference. While some competences are natural, it is always possible to train people to acquire new competences. Enthusiasm must be not being mixed up with boisterousness or loudness. It is not decibel dependent. It is not artificial and when done, will be spotted. It is a natural trait and has to come from within the heart. Many people call enthusiastic people as eager beavers. Eager beavers do exist, but it is easy to spot them over a period of time. I will never brand anyone as an eager beaver, unless proven to be one. We must give a chance to everyone. Eager beavers get their knickers in a twist, very quickly.
Self Assurance:
Enthusiasm has two components. First is eagerness. The second is self assurance or self confidence. When you are new to a surrounding, enthusiasm is very important. You need to establish yourself quickly, without being branded as an eager beaver. Enthusiasm is necessary even after establishing yourself. The problem is that, it drops after some time, because the eagerness to establish is no longer there. Enthusiasm backed by competence is a quality of leadership. This is the reason leaders come up with new ideas to create enthusiasm. Self confidence or assurance comes out of interest in whatever you do. Enthusiasm follows. It could be related to work, sports, a date or whatever. Enthusiasm generates expectancy. It generates a positive frame of mind in people and positive results. Enthusiastic people always expect to succeed or do reasonably well.
Competitive spirit:
Competitive spirit increases enthusiasm and energy. Human beings like competing with each other. This gives emotional elation and satisfaction. We must remember David Sarnoff's saying that 'competition brings out the best in products and the worst in people'. This energy should be channeled effectively for positive results. It should not be allowed to develop into a 'free for all' situation.
Conclusion:
Nothing can be achieved in life without enthusiasm. Passion and Enthusiasm are more important than cold ideas. We should learn from kids. We need not behave like kids, jumping up and down and clapping hands to show enthusiasm. Sportsmen, Sportswomen and Athletes normally pump themselves, use clenched fists etc., to enthuse and motivate themselves. There are other subtle ways of showing it in life. Any one without enthusiasm and passion is not good enough for anything.
Copyright. December 24, 2007. www.madgopes.com. All rights reserved.
Why is enthusiasm necessary? - To learn more about this author, visit Madhavan T Gopalachary's Website.
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Madhavan T Gopalachary
(Visit Madhavan's Website)
Madhavan Gopalachary, nick name "madgopes"
(g pronounced as in go) given by IIT
classmates, is a Mechanical Engineer and
an alumnus of Indian Institute of
Technology, Madras having passed out
specializing in IC Engines &
Thermodynamics.
He has nearly 35 years of experience in
the Corporate World. He started off as a
trainee and handled sales, marketing,
manufacturing, product management, profit
center management, strategic planning and
corporate development including R & D in
various organizations and at various
levels before becoming a CEO. His last two
professional assignments were at CEO level
before embarking to start management
consultancy business on January 01, 1998.
He has worked for British, Swedish MNCs as
well as very large Indian business houses.
He has spent a large portion of his time
from June 1998 till date in East African
Countries practicing as an independent
Management Consultant.
More details can be obtained at the
following web sites:
mmg.name/
mtg.html
mmgconsu
lting.biz/
Madhavan's articles can be accessed at www.madgopes.com
.
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