Yes this is another know your strengths post, but not for you, for your team. As a manager of a technological department in a period of change for our industry, I needed to map out a successful plan for my team. Again I used Strengths Finder 2.0 by Tom Rath. This time I gave it to key members of my staff to find out their strengths. The results were enlightening. Not only did I discover why certain members of my team were better at dealing with different situations, I learned why they failed miserably in the same situation. Now that I knew the tools in my toolbox, I refined their uses. I began to use a hammer when I needed a hammer and a learner when I needed someone to use and review new software. I completely realigned my team. I changed their responsibilities in the department to match their strengths. I then began to manage my department in the division the same way. I asked people to see me to determine who should be asked to attend which meeting or assist with which project. I began to assign people according to their strengths. I know you’re thinking well that makes sense, but often it does not happen. I have seen performance reviews completely focused on making people stronger in their weak areas. After this personal experiment, I am a firm believer in Strengths based leading. Isn’t it more efficient to use your time to help people excel in their strengths? I’m just sayin!
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