Now, Discover Your Strengths

1. Discover and leverage your unique strengths for success

The real tragedy of life is not that each of us doesn't have enough strengths, it's that we fail to use the ones we have.

Strengths are the foundation of excellence. Each person possesses a unique combination of talents, skills, and knowledge that, when properly leveraged, can lead to exceptional performance. By identifying and focusing on these strengths, individuals can achieve greater success and fulfillment in both their personal and professional lives.

Recognizing strengths requires self-awareness. To discover your strengths, pay attention to:

• Activities that energize and engage you
• Tasks you learn quickly and excel at naturally
• Areas where you consistently receive positive feedback
• Moments when you feel most authentic and in flow

By aligning your career and life choices with your innate strengths, you can maximize your potential and contribute more effectively to your organization and community.

2. Focus on developing talents into strengths, not fixing weaknesses

Devoting too much time to overcoming your weaknesses prevents you from reaching your potential.

Strengths-based development yields better results. Traditional approaches often emphasize fixing weaknesses, but this strategy is inefficient and often demotivating. Instead, organizations and individuals should focus on identifying and cultivating natural talents into strengths.

Talents vs. skills and knowledge:

• Talents: Naturally recurring patterns of thought, feeling, or behavior
• Skills: The steps of an activity that can be transferred to others
• Knowledge: What you know, either factually or from experience

While skills and knowledge can be acquired, talents are innate and provide the greatest potential for growth. By investing time and effort into developing talents, individuals can achieve:

• Higher levels of performance
• Increased engagement and job satisfaction
• Greater resilience and adaptability

Rather than trying to become well-rounded, strive to become exceptional in areas where you have natural talent.

3. Use the StrengthsFinder assessment to identify your top five talents

StrengthsFinder's purpose is to highlight your dominant patterns of thought, feeling, or behavior.

The StrengthsFinder assessment is a powerful tool for self-discovery. Developed by Gallup, this online assessment helps individuals identify their top five talent themes out of a possible 34. These themes represent areas where a person has the greatest potential for building strengths.

Key features of the StrengthsFinder assessment:

• 177 paired statements, each requiring a 20-second response
• Measures the intensity of talents across 34 themes
• Provides personalized results highlighting your top five themes

Understanding your Signature Themes allows you to:

• Focus your personal and professional development efforts
• Make more informed career decisions
• Communicate your strengths to others more effectively
• Build complementary partnerships with colleagues

By using the StrengthsFinder assessment as a starting point, you can begin to craft a more fulfilling and successful life based on your natural talents.

4. Understand the 34 talent themes and how they manifest

Your talents, your strongest synaptic connections, are the most important raw material for strength building.

The 34 talent themes provide a common language for strengths. Each theme represents a distinct pattern of thought, feeling, or behavior that can be productively applied. Understanding these themes helps individuals and organizations recognize and leverage diverse talents.

Examples of talent themes:

• Achiever: Drive and constant need for accomplishment
• Adaptability: Ability to flexibly respond to changing circumstances
• Analytical: Objectivity and data-driven decision-making
• Empathy: Ability to sense and understand others' emotions
• Strategic: Ability to spot patterns and create alternative scenarios

By familiarizing yourself with all 34 themes, you can:

• Better understand your own strengths and those of others
• Appreciate the diverse talents within teams and organizations
• Identify complementary partnerships and collaborations
• Tailor communication and management styles to different individuals

Recognizing that each person's talent profile is unique helps foster a more inclusive and productive work environment.

5. Tailor your management style to each employee's strengths

The best managers play chess, not checkers.

Individualization is key to effective management. Great managers recognize that each employee is unique and requires a tailored approach. By understanding and leveraging individual strengths, managers can maximize performance and engagement.

Strategies for strengths-based management:

• Learn each employee's Signature Themes
• Assign tasks and roles that align with natural talents
• Provide feedback and recognition in ways that resonate with each individual
• Adapt communication styles to match employees' preferences
• Create opportunities for employees to use their strengths daily

By focusing on strengths rather than trying to fix weaknesses, managers can:

• Increase employee productivity and job satisfaction
• Reduce turnover and absenteeism
• Foster a more positive and collaborative work environment
• Drive overall organizational performance

Remember that managing to strengths doesn't mean ignoring weaknesses entirely, but rather finding ways to minimize their impact while maximizing the potential of each employee's talents.

6. Build a strengths-based organization through strategic hiring and development

Each person's talents are enduring and unique.

A strengths-based approach should permeate the entire organization. From recruitment to talent development, organizations can create a culture that values and leverages individual strengths to drive overall success.

Key elements of a strengths-based organization:

• Talent-based hiring processes
• Onboarding programs that emphasize strengths discovery
• Performance management systems focused on strengths development
• Career paths that allow for growth within areas of natural talent
• Leadership development programs that cultivate strengths-based management

Benefits of a strengths-based organizational culture:

• Increased employee engagement and retention
• Higher levels of productivity and innovation
• Improved customer satisfaction and loyalty
• Enhanced ability to attract top talent
• Greater overall organizational resilience and adaptability

By consistently applying strengths-based principles throughout the employee lifecycle, organizations can create a sustainable competitive advantage.

7. Implement a performance management system that emphasizes strengths

The best way to lead people is to lead by expectation, not by personality.

Effective performance management focuses on outcomes, not processes. Instead of trying to force all employees into a single mold, strengths-based performance management systems allow for individual approaches to achieving desired results.

Components of a strengths-based performance management system:

• Clear, measurable performance expectations
• Regular feedback and coaching focused on leveraging strengths
• Recognition and rewards aligned with individual motivations
• Development plans that emphasize growth in areas of natural talent
• Performance evaluations that consider both results and strengths utilization

By shifting from a deficit-based to a strengths-based approach, organizations can:

• Increase employee motivation and engagement
• Improve overall performance and productivity
• Foster a culture of continuous improvement
• Reduce stress and burnout associated with traditional performance management

Remember that the goal is not to ignore areas for improvement, but to achieve results by maximizing each employee's unique potential.

8. Create a balanced scorecard to measure employee success holistically

You can't improve what you don't measure.

A balanced scorecard provides a comprehensive view of performance. By measuring success across multiple dimensions, organizations can ensure that employees are contributing to overall goals while leveraging their individual strengths.

Key components of an employee balanced scorecard:

1. Business results: Quantifiable outcomes related to specific job responsibilities
2. Customer impact: Measures of customer satisfaction and loyalty
3. Employee engagement: Indicators of job satisfaction and commitment
4. Learning and growth: Progress in developing strengths and acquiring new skills

Benefits of using a balanced scorecard approach:

• Aligns individual performance with organizational goals
• Provides a more nuanced understanding of employee contributions
• Encourages a focus on both short-term results and long-term development
• Facilitates more meaningful performance conversations

By implementing a balanced scorecard system, organizations can create a more holistic and strengths-based approach to performance management, ultimately driving both individual and organizational success.

Last updated: October 30, 2024