Have you ever come across the word ‘dynamic’ and wondered why they let marketing staff write job requirements?
Here is my explanation of ‘dynamic individuals’.
One of the most basic realities of work is change. I dont mean it in the large strategic re-prioritization of operational focus. I mean change in day-to-day plans and assumptions based on the external environment.
Even if you are the most structured of firms, you will often find your forecasted plans will change, often many times in a day. In fact in many operations jobs, changing plans is a basic part of the job requirements.
How dynamic you are defines how well you react to change.
First, do you accept change as such an inherent part of your work-life that you have a systematic approach to structuring all your work so that it can be changed easily? Whenever you are creating a document that describes some plans, do you also create a note for the team that describes which parts of the document will need to be updated in cases certain assumptions change?
Secondly, how much of a part of the entire ‘change’ process are you for that team? How many new ideas do you contribute when things do not work the way the team had originally planned? In fact, do you actually push the team to change based on specific revenue or growth opporuntities for the company?
This last underlined bit is what many people typically mean by ‘a dynamic individual’ — i.e. someone who is willing to find and jump on new opportunities for the company.
It helps to have dynamic individuals on board because then I can trust them to remain in-step with the rest of the company. I would not have to go back to check often if their work is using the new insights gained over the past two-to-three weeks.