Dave Berzack loves his career.  Check out his website, www.daveberzack.com, and you will see more evidence of the passion, and talent, he has for his chosen profession.  (Shout out to Dan Schawbel for pointing me to this video.)

Droppin science (here’s the secret) for live (for a great) 9 to 5 (career):  It’s about finding your passion.

Said in geeky consultant language:  The key to high levels of performance and achievement is aligning your work with your sources of intrinsic motivation . . . It’s about finding your passion!

When you can get out of bed every morning with the same spirit and sense of fun that Dave shows, you have found your bliss.  And bliss leads to the biggest career reward of all:  satisfaction.  If your goal is to make millions of dollars, well, success will depend upon your career choice, your effort and a bit of luck.  But if your definition of success is to have a sense of purpose and meaning,  to thrive and to have a consistent source of satisfaction, then build your work around what you love.

A young student from my alma mater called me a few months ago to learn more about the consulting profession.  He did a nice job of providing a verbal resume outlining his well-chosen major, his proper corporate summer internship and the reasons why that prepared him for an entry level job in consulting.  Based upon the facts alone, he was a good candidate for a job in the field.  Based upon the level of excitement in his voice, however, I was compelled to ask another question.

“What do you do for fun?”

He responded by saying, “Since I was a little kid I’ve played hockey.”  And for the next ten minutes told me about playing in hockey leagues four seasons every year, reffing for younger leagues when he was in high school and during the summer, coaching hockey at summer camps and meeting his favorite players at various events.  His tone was entirely different.  You could hear the smile in his voice.

“What are you doing with that?”  I asked.  Silence.

Not everyone can be a professional hockey player.  Not everyone can get a job in the hockey industry on a team, a league office, or an equipment manufacturer.  Although the more we talked, the more he discovered his options were much greater than the “conventional” jobs found in the college placement office.  He realized there were countless careers in the hockey world that were not just about playing.

More importantly, the more we talked, the more he realized there were aspects about hockey that could be translated to other potential career choices.  He enjoyed the camaraderie.  He enjoyed the competition, but he really valued the learning and growing and hard work, whether winning or not.  He also really enjoyed the teaching and development of others when reffing and coaching.

We didn’t have to talk any more about consulting.  He was fired up to listen to his heart and think about options that were more closely aligned with his innate talents, interests and joy.  He may yet end up in consulting, but if he does, it will be when he discovers it is the best place to live his purpose.

Oh, yeah, and by the way . . . If you are on the other end of this and looking for the job candidates who are going to knock your socks off, remember that no matter how killa the resume, you have to listen to the heart of the candidate.  It’s the employees who work from a sense of purpose and passion that will always, always kick it.

After struggling to develop a viable electric light-bulb for months and months, Thomas Edison was interviewed by a young reporter who boldly asked Mr. Edison if he felt like a failure and if he thought he should just give up by now. Perplexed, Edison replied, “Young man, why would I feel like a failure? And why would I ever give up? I now know definitively over 9,000 ways that an electric light bulb will not work. Success is almost in my grasp.” And shortly after that, and over 10,000 attempts, Edison invented the light bulb.

Failure is one of the best things we can do to enhance our ability to be successful. It’s too bad that so many organization leaders don’t understand this.

Stanford University psychologist Carol Dweck has been studying how people handle failure for 40 years. Her research has led her to identify two distinct mind-sets that dramatically influence how we react to it.

A fixed mind-set is grounded in the belief that talent is genetic–you’re a born artist, athlete, or financial whiz.  Individuals with a fixed mind-set believe they are entitled to success without much effort and regard failure as an outrage and caused by something outside of themselves. When things get tough, they are quick to blame, withdraw, lie, and even avoid future challenge or risk.  In the fixed mindset it’s not enough to succeed, you have to be flawless and you have to be flawless right away.  Either you have “it” or you don’t.

A growth mind-set, on the other hand, assumes that talent is not genetically based and that effort and learning make everything possible. Because the ego isn’t on the line as much, the growth mind-set sees failure as opportunity rather than insult.  When challenged, it’s quick to reassess, adjust, and try again.  In fact, it relishes this process.

When those with growth mind-sets fail at a task, Dweck found that they enter a more focused mental state as they try to figure out their mistake.  And in subsequent trials, they improve. In effect, they’ve learned, and their brains have “grown.” Those with fixed mind-sets, however, never enter this focused state of learning and show little, if any, progress.  Researchers at Washington University School of Medicine in St. Louis and the University of Chieti, Italy, back this up and have used MRI’s to show that individuals with a growth mind-set actually “sculpt” the brains wiring.

Interestingly enough, the fixed mindset and its desire to think of oneself as perfect is often referred to as the “CEO disease.”  To be fair to CEO’s I would extend this obsession with infallibility to all the wannabe kings that exist in organization life . . . right down to many project managers.  And this explains why so many leaders fail to behave adaptively during times of change.

One of the primary reasons I’ve seen change initiatives fall off the rails is because project teams hate reporting bad news.  And they hate reporting bad news because project sponsors, project managers, organization leaders, procurement, and other technically-focused, fixed mind-set types sit on the sidelines waiting to pounce.  When something goes wrong, they quickly point the finger . . . at the vendor, the contract, the functional leader, each other or whomever and whatever is an easy scapegoat.

Consequently, this kind of environment causes project managers and teams to hide problems rather than coming clean about a missed deadline or an unclear project specification.  Eventually the problems escalate, and instead of learning, growing, and moving the project forward, everyone starts worrying about being judged.  As Dweck says, “It starts with the bosses’ worry about being judged, but it winds up being everybody’s fear about being judged.  It’s hard for courage and innovation to survive in companies with this mindset.”

Amen, sister!

Years after his mother pulled him out of school when the teacher thought him unteachable, Edison recalled, “My mother was the making of me.  She was so true, so sure of me; and I felt I had something to live for, someone I must not disappoint.”  She didn’t see the imperfection.  She saw the potential.

Success is not defined by perfect pedigrees, perfect resumes, and perfect personas.  It’s not even defined by perfect project plans or perfect execution.  Instead, it’s achieved by adapting, learning, growing and the constant warts-and-all quest for improvement.

Will Smith

I believe in the power of New Year’s resolutions.

New Year’s resolutions represent our desire to be better than we are, to grow, and to improve.  They represent our dreams, our hopes, and our aspirations.

No matter whether they are big goals like changing our life or career direction, or more focused objectives, like losing 5 pounds, New Year’s resolutions represent our desire to create change.  And just like all great change management, they require the ability to create a clear vision of the future and the desire to set out on a path to achieve it.  They require stretching beyond a comfort zone and dedicating ourselves, or our organizations, to continuous improvement.

So, for those of you who, like me, engage in the annual, if not ongoing process of creating personal and organizational change, I offer the above video as inspiration.

Will Smith shares his personal insights and suggests that greatness is much easier to achieve than it seems.  He talks about well-known, enduring, and yet often overlooked principles such as focus, hard work, dedication and above all, belief.  He shares his conviction that we have a spiritual responsibility to make everything we come into contact with better.

I especially like his example of spending 18 months with his brother rebuilding the wall on the front of his father’s business.  “You don’t set out to build a wall,” Smith states.  “You say I’m going to lay this brick as perfectly as a brick can be laid. And you do that every single day and soon you have a wall.”

In his book Good to Great, Jim Collins states, “Good is the enemy of great.  And that is one of the key reasons why we have so little that becomes great.”

Maybe if we thought a bit more like Will Smith and made the pursuit of one-brick-at-a-time greatness our spiritual responsibility, change would not be so hard to achieve.

Here’s to a great 2010!