Online Reporter
Rutendo Gwatidzo-Changing Perspectives
IN the relentless pursuit of personal and professional excellence, it’s an easy and often tempting trap to fall into the desire to emulate successful individuals, and then lose own identity in the process.
While drawing inspiration from those who have achieved what you aspire to is incredibly valuable, the core truth is that the goal should never be to become someone else, but to learn profoundly from others and then intelligently integrate those lessons into the unique fabric of your own identity, strengths, and aspirations.
Authenticity, in this context, is not merely a virtue but a strategic imperative and determinant success factor.
What you need!
Learning from those you emulate requires you to study the habits, dissect the strategies, and analyse their mindsets.
These groups of people may be leaders, innovators, or simply individuals who excel in areas you wish to grow.
Go beyond general observations and strive to understand the “why” behind their success, not just the “what” they do. What principles guide their decisions? How do they approach challenges? What values do they prioritise?
This deeper understanding allows you to extract transferable wisdom rather than just copy observable behaviours.
Once you’ve gleaned these insights, the crucial next step is to filter them through your own unique lens. Consider your personal values, your inherent personality traits, your existing strengths, and your long-term vision.
What works seamlessly for one person might not be the right fit for your temperament or your specific context, and yes, there is nothing wrong with that. Do not force yourself into a mould that doesn’t feel genuine.
Instead, extract the underlying principles, adapt them creatively to your own circumstances, and then forge your own distinct path.
Your unique blend of learned wisdom, combined with your intrinsic strengths and authentic self, is what will ultimately differentiate you, drive your most fulfilling achievements, and allow you to build a legacy that is truly your own.
Embrace learning, but always remain true to the person you are becoming. Always remember that there is only one “You” and no one else can ever be 100 percent You.
Even your biological child can never be 100 percent you.
Organisational Status!
One of the challenges in many organisations is that of having employees who focus more on being like their manager, instead of focusing on doing what the manager does.
This group of employees prioritises emulating their managers’ behaviours, styles or characteristics over focusing on their own core responsibilities and tasks. If not properly managed, such employees tend to cause role confusion as they act like their managers and in the process their productivity can decrease.
Also, when employees try to emulate their managers without understanding or context, they might come across as insincere and unauthentic, potentially damaging their relationship with colleagues and supervisors.
Furthermore, by focusing on being like specific managers, employees may overlook opportunities to develop their own strengths, skills and perspectives which could be valuable assets to the organisation.
What might be the cause!
One of the reasons why employees may emulate their managers is probably the desire for approval — they hope to get recognition and favour. Another reason may be lack of awareness, employees might not have clear understanding of their strengths, weaknesses and interests, leading them to mimic others, instead of finding their own path.
Insecurity is also another reason that may cause employees to emulate their managers. Some employees may feel insecure or uncertain about their role and abilities, which can cause them to seek validation by emulating someone they perceive as successful.
What can be done!
Managers should assist the particular group of people as well as everyone else by clearly communicating expectations and priorities to employees, ensuring that they understand their core responsibilities and goals.
Regular feedback and coaching can also help employees to recognise their strengths and areas of improvement, allowing them to focus on developing their own skills and abilities.
Managers can also foster a culture that encourages autonomy, creativity and innovation — allowing employees to take ownership of their work and develop their unique perspectives.
While emulating successful individuals can be a powerful learning tool, it is essential to strike a balance between learning from others and staying true to oneself. Focus more on unlocking your full potential and make meaningful authentic contributions to your organisation or area of work.
Rutendo Gwatidzo is a human capital executive and managing consultant at The HUB HR Consultancy. She is a multi-award winning leader, speaker and Coach. She is also the author of Born to Fight and Breaking the Silence books. Contact detail s – 0714575805/ [email protected] / Rutendo Gwatidzo_Official FB public page
