Many organizations identify “Passion” as a very critical component in the candidate hiring process. No doubt I have had personal experiences of my own performance as well as others that I have seen vary based on their passion and the inherent drive towards a given task.
This becomes even more critical in leadership roles where one has to constantly define and pursue a mission. Last week I heard Dr. Vivek Mansingh (currently R&D head of Dell in India) speak at the Leadership summit on a topic – Leadership begins where Logic ends. He says that majority of our brain area is the emotional part and very small portion is actually the logical part (for which I could find some scientific evidence online). Regarding the assertion that Einstein used only 4% of the brain, how much do we use? I couldn’t locate any real evidence and most articles I read on this topic seem to suggest that the 4% number is more a myth. However one thing was clear from his experience as well as mine that normally individuals use a small portion of the brain and the rest requires some emotional thrust to put to use.
So what happens with finding individuals who have passion for a certain task or job is that it triggers their emotional part of the brain and channels all the energies to the specific task or goal. That’s how seemingly normal people start achieving great things that once seem impossible. It’s the constant drive, hunger, energy, commitment that “Passion” brings in to achieve greater results.
That provides some logic around the need to identify “Passion” for the mission/task/project however hazily one can gauge become as critical as the skill evaluation in the hiring process for key people in a company.