Introduction
Clifton’s StrengthsFinder test developed by Gallup is a popular tool for identifying strengths and talents for each employee. The tool has 34 themes focusing on different employee strengths. Different employees have varied strengths, and it is the responsibility of the manager to nurture them and guide them to enhance teamwork.
Question # 1
Leaders strive to create a culture where all employees feel valued in decision making, and yet making decisions is probably the most challenging task in a group. Leaders empower all employees to take part in decision making with little or no supervision. When employees with two different strengths work together, each employee brings a unique set of abilities. For example, Dave* top five strengths from the test include relator, achiever, connectedness, futuristic and strategic. Dave is working with Whitney* whose top skills are futuristic, relator, intellection, learner, and responsibility.
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Both Dave and Whitney have similar and unique strengths. The same themes are futuristic and relator themes, meaning that they are both fascinated with the future. The futuristic theme describes individuals who tend to obsess with questions of how the future will be. The individuals consider the future when making decisions. Alternatively, the relator theme describes an individual’s attitudes towards relationships. A relator tends to work with people he/she already knows. A relator is interested in forming close work relationships with other employees who understand his/ her values, goals, dreams and fears. Both Dave and Whitney are relators, and this will build the foundation of their relationship and decision making.
The two employees have varied strengths too. For example, Dave is strategic and an achiever while Whitney is responsible and a learner; thus, they are both wired to make different decisions. Dave is motivated by achievement, and he finds the best way (strategic) to achieve the best results. On the other hand, Whitney takes time to learn so that she can make the best decision and follow it through. Given the differences in their strengths, Dave and Whitney are bound to have different approaches to decision making. Dave and Whitney are likely to be frustrated with the decision-making process, especially if they are not willing to compromise and consider each other’s opinions.
The strength-based approach of decision making acknowledges that each employee has unique strengths and abilities. Therefore, Dave and Whitney will make a decision that they believe is best according to their individual strengths. Dave and Whitney will evaluate each other’s decision to identify the strength and weaknesses of each choice before settling on the decision that will guarantee more positive outcomes. Employees should not evaluate their decisions using their opinions only as they can be biased; rather they should use tools such as pros and cons, SWOT analysis and cost-benefit analysis. Before making the decision, Dave and Whitney will take time to define the problem and identify the real cause. For example, if the company is struggling with weak sales, the two have to determine the real causes of poor sales so that they can make decisions based on existing facts. The decision makers also have to identify limiting factors that can affect their decisions before coming up with alternatives. When employees with different strengths have a clear picture of the situation, they are more likely to make the same decision despite their unique strengths.
Question # 2
Modern management approach encourages managers to focus on the unique strengths and abilities of each employee. The outcomes of strength-based management is a more enthusiastic, committed, and productive workforce. Employees who use their strengths daily are more likely to be engaged in their work in comparison to employees who do not utilize their strengths. Managers have to develop employee strengths if they want to improve morale and organizational productivity.
The first step is to identify employee strengths. The manager will rely on tools such as StrengthsFinder test identify employee strengths. Other tools identify specific strengths relating to organizational processes and activities such as employee skills assessment. It is essential to use different tools to identify employee strengths because employees have different unique abilities. Once the manager has identified different employee strengths, the manager makes sure that employees are also aware of their strengths and skills. Most people are not aware of their own strengths because they have an inaccurate perception of themselves. Learning about their strengths and positive characteristics can encourage employees to be more productive and to focus on their strengths.
The second step is using daily activities to maximize employee strengths. Effective managers use coaching, mentoring, and everyday conversations to empower employees and enable them to maximize their strengths. Positive and frequent interaction with employees shows them that the manager and the organization recognize and values their strengths. Regular communication builds strong and enduring relationships with employees necessary for growing their strengths. During the interactions, the manager should focus on strengths and not their weaknesses. When managers focus on weaknesses, employees become disengaged because they do not like to be criticized.
Aside from the everyday interactions, the manager should have frequent one-on-one conversations with employees about their strengths. The manager should meet periodically with employees to engage in one-on-one conversation about the employee’s strength, performance, their future in the company, upcoming projects, and company vision. When engaging in those conversations, the manager can involve other managers with similar strengths as the employee who will mentor the employee and encourage them to capitalize on their strengths. Managers will use the one-on-one meeting to tell employees how their strengths fit into the company’s vision, offer ideas on how to improve their strengths and push them to take risks. For example, an employee who identifies as strategic as per the StrengthsFinder test has a future in management because they incorporate future strategic decisions into their everyday work.
The manager can also come up with a training plan by working with other managers and consultants to empower employees. Planning a training program for all employees can be challenging as many factors have to be considered. The manager can work with supervisors to explore the strengths of the employees in each unit and come up with internal strength-based training for each department. The manager can also identify employees with critical skills working in prominent positions within the organization who will take part in specialized training involving experts. The organization should foster a culture of learning and encourage employees to develop their strengths through training, reading, mentorship, trade school and seminars.
Lastly, managers should provide opportunities for employees to take advantage of their strengths. Managers should encourage strength-based collaboration by encouraging employees to work with their colleagues in meetings, roundtables, and brainstorming sessions to identify solutions to organizational problems. The employees will also take part in the implementation of the solution so that they can take ownership and learn how to solve more significant challenges. While different employees have different strengths, managers should help them work together and navigate their differences.
In conclusion, strength-based management is about identifying employee strengths and taking advantage of the strengths to achieve company objectives. Today’s employees want to be involved, they want to feel challenged, and they want to make a difference in the organization. Strength-based management enables employees to discover their abilities and grow alongside their colleagues as they transform the organization. The manager’s role is to provide direction and mentorship to nurture employee strengths.
