While this is quite typical, I think all is still not lost. I take comfort that as a leader who “keenly observes” her team, I do intuitively know, and focus on the strengths of my guys. Say for example, when I need to put people together to make up a certain project team I will try to put people together who will complement each other. Or when I am asked for advice when my team-mates are looking for a new job posting, I will help to analyse whether the job will give the opportunity to grow their strengths and just as importantly, challenge them to overcome their weaknesses.
To me, a leader must be able to motivate his people and bring out the best in them. So if I don’t bring back anything from this course except just this idea that we need to identify and focus on strengths – I feel that it would have already changed the way I would interact with my team – in a positive way. As it says in the book, “the key is to be aware of your potential and your limitations”. I am already trying to fit my team and colleagues into the different categories. I can’t wait to get back to work and share this with them! With this book, a least we’ll have a common language from which to start!
Its liberating isn't it to start from the premise of strengths? I have been sharing about this as well. Its positive something that do get our attention
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