Passion vs Pass on

Passion (from the Greek verb πασχω meaning to suffer) is a very strong feeling about a person or thing. Passion is an intense emotion, a compelling enthusiasm or desire for something.

Passion may be a friendly or eager interest in or admiration for a proposal, cause, discovery, or activity or love – to a feeling of unusual excitement, enthusiasm or compelling emotion, a positive affinity or love, towards a subject. It is particularly used in the context of romance or sexual desire though it generally implies a deeper or more encompassing emotion than that implied by the term lust.

Denis Diderot describes passions as "penchants, inclinations, desires and aversions carried to a certain degree of intensity, combined with an indistinct sensation of pleasure or pain, occasioned or accompanied by some irregular movement of the blood and animal spirits, are what we call passions. They can be so strong as to inhibit all practice of personal freedom, a state in which the soul is in some sense rendered passive; whence the name passions. This inclination or so-called disposition of the soul, is born of the opinion we hold that a great good or a great evil is contained in an object which in and of itself arouses passion" ( source : Wikipedia )

 From an Organization’s point of view the Leadership provides a direction and momentum towards creating a “passionate” organization. This is a dream for every CEO – to create a team/ system/ structure which resonates aggression in every move. Like a human being passion can be found in Organization too. Some of the traits of such Organizations are:

 Willingness to confront reality:

Such organizations take the failure in the chin and grow from them. The basic difference lies in accepting the mistake.

• Self-Actualization:

Clear understanding of what they are and what do they want to do.

• Transform information and knowledge into wisdom:

The organization knows how to prioritize, plan, pursue and more importantly when to pull out.

• Alignment between personal and organizational aspirations

Team members in such organizations are fuelled by their own passion which is aligned with the organization.

 Desire to make a difference

While the organization has set its path to create a difference; employees also take it as a challenge to make a difference in their sphere.

• The joy in working:
  

This is critical. Employees should be excited to carry out their tasks. It is also unproductive if it does not match the organization’s style.

• Getting Angry:

It is not a bad trait. Organization or people will be angry if only they are driven by a passion. If nothing angers people then there is no passion.

• Take a hit:

If you fight, you’ll take hits.  Scars prove passion, and show the person has grown from it.  Scars, not open wounds.

• Being young at heart:

Age and experience can sometimes drain passion

Beware those who too quickly say

That won’t work.

We’ve already tried that.

We’ve always done it this way and it’s worked.

 Pass on: Pass on to someone.

As customers we feel there are many organizations and people in organizations who pass on the responsibilities or shun the responsibilities.

Employees of such organizations pass on the job from one desk to other.

I would like to draw an uncanny parallel of such attitude to playing “kho – kho”. Such culture can be branded as playing Corporate kho-kho.

While checking for ‘pass on’ in the google; I found this one:

 pass on

phrasal verb of pass

1.euphemistic

die.

 Euphemism as it is – Organizations in 'pass on' mode will eventually die!

To survive and excel we need real “passion”!!