Living in your zone where work becomes delight ii

Where Work Becomes Delight.
John B. Samuel
© 2020 Talent Research Foundation, USA

 This book is based on the research findings of
the author John B Samuel, who since 1983 was
seeking for evidence related to an individual's
in-born talent and the repertoire of default
capabilities embedded in each person.
 During the course of his professional practice
in the field of executive search and
recruitment, he interviewed and analyzed
more than 10,000 individuals over three
decades and this acquired data-base helped
him in 2004 to discover and test the veracity,
validity and empirical reliability of the Zone
framework.
 He authored this book in 2011 with the
editorial assistance of his client, Dr Skip Moen,
a gifted writer. John also trained Skip in the
Zone framework, to enable him to teach
people in his circles of influence.
To have a better understanding of the 7 Zones, we recommend you read our book "Living In Your Zone - Where Work Becomes Delight"
available on Amazon.com at this link: https://tinyurl.com/us6dpk4
The content of this
presentation is based on
the book:
LIVING IN YOUR
ZONE
Where Work Becomes Delight
By
John B. Samuel
ABOUT ‘LIVING IN YOUR ZONE ‘
2

CONTENT
Introduction:
What’s Wrong
With Work?1 The Question(s)
of a Lifetime
2 The Productivity
DNA3 The Mechanics Of
The Phenomenon
4
The Key
Absolutes
5 The Natural
Productive Zones
6 The Key
Aptitudes
7 Conclusion
8
©2020TalentResearchFoundation,USA
3

INTRODUCTION: What’sWrongWithWork?
o The number of people who are well paid for doing
what they love are few and far between.
o We envy them. But we don’t have any idea how to
bring about the happy marriage of economic
advantage and passionate fulfillment.
o So we save for vacation.
o We endure work in order to go
do something we love when we
are not working.
o “I just don’t like my job, I do it
because I have to.
o I need to pay the bills”
4

INTRODUCTION: What’sWrongWithWork?II
o So work is some thing that has to be done,
not something that I love to do.
o Work has been divorced from who I really
am, and in this divorce, everyone suffers.
o The problem isn’t really work. It’s the wrong
normal! - a view of life that sees work as a
production rather than fulfillment.
o As part of the cogs of industry – a function of
the mechanism of commerce.
o It is time to re-examine the fundamentals
of work.
o It’s time to see work as an expression of
my identity, not just the application of
my skills!
5

o Is it possible to determine where an individual will
be optimally productive during the entire course of
a lifetime?
o Can we determine in advance where an individual
will enjoy the greatest economic premium and the
most personal fulfilment at the same time?
o In other words, can we have clarity and specificity
about where an individual will make the most
contribution and most difference to the world over
a lifetime of endeavor?
THEQUESTION(S)OFALIFETIME
6

"YES….HOWEVER,”
YES
HOWEVER,
7
o The answers to these related questions
are not found in categorized personality
profiles or psychometric propensities.
o In spite of their continued use and
popularity, psychometric tests provide
only a snapshot of the real you – and
attempts to fit you to the job rather
than fitting the job to you.
o Recent research and analysis
produces an unqualified "YES".
o It is now possible to determine the
place where work is right for an
individual - and good for the world
at the same time!

BUT,THEREISANOTHERWAY
1
2
3
4
o Engaging these 'absolutes' has
direct, positive benefits and
consequences for career or
vocation decisions.
o Knowing how you are pre-wired
lets you work according to your
o in-born passion code.
o It has been discovered that there
are innate ‘absolutes’ that define
where the individual will be most
productive.
o Specific and definitive lifetime
optimal productivity can be
revealed, targeted and understood.
8

o These in-born ‘absolutes’ are verifiable and demonstrable.
o While education, training, experience, culture, family upbringing,
ethnic background and opportunity can enhance these absolutes,
they nevertheless remain consistent and endure during the lifetime
of an individual.
o They are innately embedded in the person, and not added to the
person. They define and determine the individual’s scope of
optimal productivity.
PRODUCTIVITYDNA
9

o The Optimal Productive Function of an individual can be uncovered and defined
through a phenomenological diagnosis of the prior ‘productive’ engagements of the
individual.
o This is not a multiple choice, fill-in-the-circle, psychometric method.
o It is an interactive and reflective process that carefully examines the uniqueness of
the individual, not the common categories of multiple individuals or groups.
o Embedded absolutes can be uncovered by using a diagnostic methodology that
empirically and rigorously investigates the collected evidence, wherein the
individual has consistently demonstrated optimal effectiveness.
THEMECHANICSOFTHISPHENOMENON
10

THEMECHANICSOFTHISPHENOMENON II
o The diagnostic procedure begins by asking the candidate to relate a
few activities and engagements in the past where he or she made a
significant contribution in value and benefit to others.
o The focus of the diagnostic method in not on the personal results to
the individual but rather on the external consequences to others. The
diagnosis continues by examining these data points in a one-on-one
session with the person.
o The absolutes that emerge through this interactive diagnosis are
compiled and presented in the form of a Productivity Compass which
points to the ‘definitive range’ where the individual is innately
equipped and best fitted to contribute and function.
11

Research reveals the presence of Two Key Absolutes
innately embedded in any individual.
These two in-born absolutes are foundational and
pivotal to sustained productivity.
They are:
KEY
APTITUDE
NATURAL
PRODUCTIVE ZONE
THEKEYABSOLUTES
12

ABSOLUTENO.1–NATURALPRODUCTIVEZONE
03
o Like the definitive nature of blood
types where every individual belongs
to either blood group A, B, O or AB,
the natural zone of an individual is
definitive and unchangeable.
02
o Research demonstrates that each individual will
function optimally and exceptionally in only one of
these seven zones during his or her lifetime.
o While they can function in all the other six Zones,
their X-Factor and exceptional performance will
consistently occur only in the area of their in-born
Zone.
04o There is no evidence to support the
suggestion that the definitive zone can
be altered or fundamentally changed
as a result of education, socialization,
specialized training or any other
extrinsic factor.
01
o There are seven (7)
distinct natural zones.
13

14
While individuals can hone, develop and enhance their in-born capabilities within the
arena of their natural zone, they cannot substitute or replace their definitive natural
zone with another zone of their choice or preference.
These Productive Natural Zones do not
define the best-suited job or profession as
much as it defines the scope of activities
or outcomes in which the person will
experience purpose, passion
and deep fulfillment
It is also important to note that…

o Individuals innately endowed with this
natural productive zone, will seek to
perceive, interpret, articulate and/or be
the spokesperson for events or a
phenomenon that to others may be
unclear, obscure or abstruse
o This natural zone represents the range of
engagements in which the individual is
optimally productive and useful to others
by effectively searching, exploring and
uncovering knowledge, understanding or a
phenomenon and to announce or expound
what is otherwise hidden, concealed or
latent.
ZONE ONE [1] : TO SEARCH – UNRAVEL – EXPOUND
15

o Individuals endowed with this natural
zone will in a hands on way ensure the
full and complete execution of the task
entrusted and meet the expressed need,
even at the cost of personal sacrifice.
engagements in which the individual will be
by effectively taking on a role, getting the
job done and/or carrying out the
instructions or commands of another or
others.
ZONE TWO [2] : TO EXECUTE – IMPLEMENT – BE HANDS ON
16

zone will in a systematic way explain,
teach and impart factual knowledge and
ensure complete comprehension of the
subject matter.
by effectively teaching and imparting
knowledge, understanding or skills in a
structured and coherent manner.
ZONE THREE [3] : TO TEACH – IMPART - EXPLAIN
17

zone are likely to ensure they stand by
another – by being supportive,
encouraging and motivating them to
grow, develop and become stronger.
by being supportive, available and affect
change in another or others.
ZONE FOUR [4] : TO ENABLE – SUPPORT - EMPOWER
18

o Individual’s endowed with this natural
zone, will seek to apportion, manage and
care for resources (be it people, time,
talents or opportunities, etc.) and
facilitatively ensure what is available is
carefully used, invested or deployed for
the best returns.
by effectively regulating, imparting or
bestowing resources equitably and develop
what is available, to its optimal potential.
ZONE FIVE [5] : TO REGULATE – APPORTION - COORDINATE
19

o Individual endowed with this natural
zone will seek to preside over, delegate
and/or deploy people and resources in a
determined and decisive way by
engaging an efficient method or
approach, to achieve a goal or
accomplish a mission.
by effectively marshaling people and
resources to accomplish a certain task,
vision or endeavor.
ZONE SIX [6] : TO BUILD – MARSHAL – ESTABLISH
20

o Individuals endowed with this productive
zone will in a focused way seek to
address what is missing, alleviate or
ameliorate the pain or handicap that is
present in a person, situation or context.
by effectively meeting needs, address what
is missing and take care of difficulties
and/or deficiencies in people, systems or
situations.
ZONE SEVEN [7] : TO AID - PROBLEM SOLVE - MEET IMMEDIATE NEEDS
21

PLEASENOTE.....
22
The aforementioned definitions of these seven Natural Productive
Zones are only indicative and not exhaustive.
Please refer to a certified Zone Diagnostician/Practitioner for a
comprehensive understanding and appreciation of each natural
Zone and its productive expressions.
Each Zone defines the scope (and parameters) of where the
individual during their lifetime can be optimally productive, useful,
contributive – and also deeply fulfilled!
Copyright © 2020 Talent Research Foundation, USA

ABSOLUTENO:2
 The second innate absolute embedded in each individual is best defined as the Key
Aptitude (or Key Driver).
 It is what the individual is naturally ‘fitted with’, ‘is designed for’, ‘constituted with’,
‘appropriate for’ or ‘has an uncanny capability for’.
 It is not an acquired skill or competence. It is the principal in-born strength through
which the individual functions optimally in their natural zone. It is also a source of
inexhaustible energy resident in the individual, which when harnessed and
developed, enables the person to demonstrate exceptional edge and acumen.
KEY APTITUDE (OR KEY DRIVER)
23

 The innate Key Aptitude embedded in each individual
represents the most uncanny and potent ‘tool’ or ‘weapon’ of
the individual, allowing him/her to optimally function in the
natural zone.
 It is the default methodology that the individual falls back on
when required to handle or accomplish any critical task or
mission.
 Understanding and engaging the Key Aptitude within the Natural
Zone allows an individual to become a self-renewing source of
energy and productivity. This is the experience of “being in
flow” and often described as “I could do this for hours and never
get tired”.
ABSOLUTENO:2(Cont.d)
24

 Defining the individual’s Key Aptitude is pivotal to determining
the person’s competitive edge.
 It helps define what he or she is exceptionally good at doing.
 The engagement of the individual’s Key Aptitude allows the
individual an edge and effectiveness that is unique, specific
and exclusive to the individual.
 When a person understands and employs the Key
Aptitude and Natural Zone in tandem, he or she
will demonstrate exceptional acumen and
productivity while, at the same time, finds deep
joy and fulfilment in being of use, value or
benefit to others.
25

AAAAction 01
Abstraction 02
Emotion 03
o Similar to the Natural Zone, the Key Aptitude innately embedded in the individual remains fundamentally unchanged
during a lifetime, is essentially consistent and not altered by external factors or environmental changes.
o An individual’s Key Aptitude falls into one of these three major categories:
26

EMOTION
o The innate aptitude to sense,
empathize, woo or influence is an
example of those aptitudes in the
“Emotion-Aptitude” category.
ACTION
o The innate aptitude to investigate, or
create or organize and classify resources
or communicate (amongst other action
aptitudes) can be defined as an “Action-
Aptitude”. .
ABSTRACTION
o The innate aptitude to plan, visualize,
conceptualize or mentally process data or facts
(amongst other abstraction aptitudes) will fall
under the “Abstraction-Aptitude” category
ABSOLUTENO:2–KEYAPTITUDE(EXAMPLES)
27

 An individual will be optimally productive in any
given task or endeavor if the activity substantially
engages and requires the expression of the
individual’s Key Aptitude as a critical need or
requirement to discharge that responsibility.
 Therefore, deploying individuals in roles
that demand optimal engagement of
their Key Aptitude is an essential pre-
requisite for personal optimized
productivity.
ABSOLUTENO:2
EACH APTITUDE HAS A PRODUCTIVE AND CONTRIBUTIVE VALUE
28

INCONCLUSION…
 Engaging people in roles aligned with their
Natural Zones and Key Aptitudes provides
the greatest source of productivity for the
company, organization and society.
 If you want optimal performance, you
must discover and engage the Natural
Zone and Key Aptitude of your people.
 Unless you consciously take this step,
you will limit the productive potential of
an individual, waste what they are
otherwise capable of contributing and
ensure mediocrity!
29

BURN-OUT
SO WHAT ARE SOME MAJOR CONSEQUENCES IF THE ZONE AND KEY
APTITUDE OF AN INDIVIDUAL IS NOT GIVEN EXPRESSION?
o We now have empirical evidence that if an individual's Zone
and Key Aptitude is not given expression over an extended
period of time, burn out is inevitable, if not guaranteed.
o Hence those suffering burn-out need to undertake a due
diligence exercise to examine and evaluate how much their
role and responsibilities on any given day, is out of
alignment with their in-born Zone and Key Aptitude.
o We have several case studies that prove when an individual
undertakes those corrective steps based on their Zone
diagnostics, they bounce back to a work life that is vibrant,
fulfilling and purposeful.
30

CAREER MIS-DIRECTION
o Educational or career pursuits which are not on the bedrock of an individual's Zone and Key
Aptitude will flounder and fail in the long run.
o Pursuing a career that is mis-aligned to an individual's Zone design, will at best make the person a
mediocre performer who is void of passion or purpose, in much of what they do on any given work-
day.
o We have observed that when career mis-direction is addressed by intentionally redirecting one's
pursuits to be in sync with their Zone design, the individual will begin to "tap dance to work",
sooner than later!
31

PERFORMANCE MANAGEMENT
o We have observed poor work performance is often more related to
Zone mis-alignment rather than incompetence or ineptitude.
o Striving to perform well by sheer determination or by relentlessly
driving oneself while ignoring or denying his or her Zone design,
almost always results (inadvertently) in burn-out, psychosomatic
illnesses, emotional instability, amongst other dysfunctional
outcomes.
o On the other hand, when we study every high performer in any
organization, (knowingly or otherwise), their success is tied to their
Zone design.
o It is now empirically demonstrable that the correlation between
peak performance and one's Zone design is a given and a proven
reality.
32

33

For more information or to schedule a diagnostic, teaching or consulting
session, contact us:
diagnostics@talentresearch.org
Talent Research Foundation
165 Hayden Rowe St, Hopkinton,
Boston, MA 01748 USA
Talent Research Institute Pte Limited, Singapore
institute@talentresearch.org
Talent Research Foundation is a 501(C)3 not-for-profit research Foundation based in
Boston, Massachusetts, USA

This Presentation is Produced
for Talent Research Foundation, USA and
Talent Research Institute, Singapore by
Oluseye A. Komolafe
(Life Coach & Change Management Practitioner – Email: seyekom@gmail.com)
in collaboration with the teaching faculty at
Talent Research Institute, Singapore
Ruth M. Samuel (Ruth.Samuel@talentresearch.org)
Camilla Loh (Camilla@talentresearch.org)

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