Valuing Differences Through Understanding Strengths

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Why appreciating your team member’s individual attributes will make your business more successful.

Every business wants to create a workforce of individuals that are productive, engaged and committed to the organization. The question for most businesses is how to get there, so we thought we would let you in on a little secret—one that we stand behind in every aspect of our sales, leadership training and talent solutions. It’s called “valuing differences through understanding strengths.” When evaluating team dynamics, look at the strengths each individual team member brings to the group, then figure out a way to maximize and play to those strengths every single day.

The concept of “valuing differences through understanding strengths,” can shift an entire workplace dynamic to be more positive and productive. Once business owners and managers understand that strengths are different for everyone, and embracing and promoting those skill builds engaged, confident team members. “The best-led organizations know that the direct path to individual, team, and organizational success begins with a primary investment in their employees’ greatest talents,” says Jim Asplund in Gallup article, “7 Reasons to Lead with Strengths.”

For example, some workers may be more methodical in completing tasks, requiring careful instructions, while others may be able to jump right in and figure out the task right away. The end result can be exactly the same from both workers—managers just have to learn how their employees work best and encourage them from there. In fact, the best leaders find what is naturally right with their people and build on it. By understanding that there are many ways to do the same job, it will only make your business stronger, and your workforce more confident.

From a management standpoint, this might seem counter intuitive. How can one manager cater to all of the personalities of a team? It’s the same way that people interact differently with different personality types. Start by identifying the strengths of each employee, finding out what skills come naturally to them and which areas they feel most engaged. Then offer encouragement and a platform to perform using those skills.

Three steps for building a strengths-­based culture at work:

  1. Identify Employee Strengths. Use StrengthsFinder 2.0 or one of the many other personality assessment to determine the unique talents and characteristics of your employee. Surprisingly, most people have a hard time accurately articulating their own strengths. The assessment alone with lead to a deeper level of self­-awareness which builds confidence and motivation.
  2. Embrace Strengths. Once the team member strengths have been identified, encourage those strengths on a daily basis. Talk with them about their assessment and discuss ways to build these strengths into their day­-to-­day responsibilities and routine.
  3. Promote Strengths. Keep their strengths in mind from a managerial standpoint and find opportunities to deploy their unique talents. Cultivate and stretch those strengths. Acknowledge and recognize them. By dedicating time and attention to their strengths, the more they will show up and benefit your team.

A strengths­-based culture isn’t something that happens overnight, but the positive impact on the business is dramatic. Carver Peterson works with businesses to identify employee strengths and develop training programs for company leaders to instill best practices. Please contact us for more information on how to make your workplace more confident and effective, and your business more profitable.

By | 2016-10-19T13:36:33+00:00 October 19th, 2016|Blog, Featured|0 Comments

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