Phenomenon called 'Totipotence'

Recently I came across an interesting term called 'Totipotence'.

totipotence, noun:
the ability of a cell to give rise to unlike cells and so to develop a new organism or part; [syn: totipotency]
(Refernece: www.dictionary.com)

This is a term from the field of genetics and refers to cells which are capable of becoming any sort of cell. Totipotency is the basis for all multicellular organisms and lies at the heart of developmental genetics. In simpler terms, it means a cell whose function has not yet been established.

If we were to look at it broadly, we find that apart from cells, this term can be applied to individuals and well as organizations !!
Just like in genetics, at the beginning of the career, a person's specialization or function is not very well defined. The person is (or should be) allowed and encouraged to explore the different functions and discover his/her own strengths and interests. During this stage, the person can very well be called 'Totipotent'.

Similarly, organizations when faced with a vast variety of opportunities, start exploring and experimenting with several of them at the same time. This is specially true for new companies or those undergoing a fundamental shift. This phase of experimentation is also fueled by lack of a defined and successful business line. Hence, it is only by exploring various directions, would an organization discover the best path for itself. This stage can again be classified as 'Totipotency'.

Now 'Totipotence' inside an organism is a natural, ongoing and a desired phenomena. New cells are produced throughout the life of the organism. All the cells arise from totipotent cells but quickly adopt a defined function based on the instructions from their DNA. Totipotent cells are hence very important for organisms growth and in areas such as stem cell treatments, cloning etc.

However, when it comes to organizations and individuals, 'Totipotence' beyond a certain time is detrimental. In the initial phase, it is rather important and highly desired. Otherwise one can never discover one's true strengths and liking. However, if it continues for long, it affects the growth and development of the entity.

For individuals, unless they show competence or specialization in a particular function, they are unlikely to get complex or senior level assignments. Hence their growth is stunted and they end up being a classic 'jack of all' or an 'odd job person'. At times, people may confuse 'Totipotence' with 'multi-skilling' or in a similar vein - 'Omnipotence'. Multi-skilling I believe is meant for people with some experience or at least one well defined skill. I call it 'Jack of all, master of one', with the latter part being a necessary condition. One cannot be multi-skilled without being first skilled/experienced in one area.

In case of organizations, totipotence is very expensive. It is resource guzzling and seriously affects an organization's ability to prioritize, discover its core competence or set direction. 'Organizational Totipotence' is stressful for both people and other resources as the direction and targets are forever moving. There is a lot of action but little progress.

In summary, while 'Totipotence' in organizations and individuals is good for a start, it should not go on forever. The earlier one discovers or develops one's competence the better it is !!

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