Last night I had the privilege to see François-Frédéric Guy perform in his Sydney debut as part of the Sydney Symphony’s International Pianists in Recital Series. François-Frédéric performed three Chopin and three Beethoven pieces to a packed crowd of piano lovers. In particular he performed:
Nocturne in C minor, Op.48 No.1
Nocturne in E, Op.62 No.2
Sonata No.31 in A flat, Op.110
‘Tempest’ Sonata, Op.31 No.2
‘Moonlight’ Sonata, Op.27 No.2
I was lucky enough to be in the front row, just out of hand sight but still awesome seats, essentially I was able to get up close and personal with François-Frédéric during his performance. I could see the emotion in his body, the sweat dripping from his face, the frantic movement of the pedals and hammers in the amazing Steinway concert grand. The music was awe inspiring.
In recognition of how much he had put into his performance the audience responded with round after round of applause, resulting in 2 encore performances.
I could not help but reflect on how engaged François-Frédéric was; the emotion, the love, the sweat he poured into his work, and how if organisation could replicate this then they would succeed beyond the expectations of any board directors or group of shareholders.
Each note he played must of been practiced thousands and thousands of times. But every note he played had passion and feeling to ensure that his customers had the best possible experience he could deliver.
Now he was not perfect, he made several errors most undetectable to to the average listener but they were there. However none of the experts (my mother is a piano teacher and musical educator) in the auditorium said anything, they all came back from the interval and continued to enjoy the performance.
So let’s contrast this with the average companies talent management practices. How many organisation’s employees are so engaged that they would give everything into every single transaction they perform? How many managers would still provide a stand ovation to their employees for a fantastic job, even if there were a few hiccups along the way? How many organisations would give prizes (François-Frédéric received flowers) every time an employee completes their daily job?
All of these things took place last night during François-Frédéric’s performance.
So I ask what are you doing to make your employees want to work as tirelessly to succeed as François-Frédéric did? What are you doing to have policies and procedures to enable such a performer? How can your performance review processes be enhanced so that a meaningful standing ovation can be provided for outstanding work?
Finally how are you providing a meaningful and supportive environment?