From the strengths from the strengthfinders discussions, the strengths selected comprise of the achiever and adaptability, which would be given to Mary and Ned respectively. An achiever serves as an individual who portrays significant amount of stamina and hard work. Such an individual derives increased satisfaction when busy and productive in the tasks undertaken. An adaptable person is an individual who prefers going with the flow. Such a person is perceived as a “now” individual who takes things based on the manner in which they come and discovers the future one day at a time. For these strengths, they would assist in completing the project that is due on December 18 before Christmas, since Joe, one of the colleagues to Mary and Ned will not be available to assist in the completion project.
When it comes to Mary and Ned, they would deploy distinct approaches when it comes to handling the problem of making sure that the problem it completed by December 18. After receiving information regarding the case of Joe, Mary can utilize her achiever strength to assist in completing the project. In this case, Mary would exercise increased efforts for handling the situation, such as by dedicating additional time to handle the duties assigned to her to ensure that that project is completed by the deadline. Ned is an adapter. In handling the project, he would be able to comprehend that the situation demands increased efforts. Since he goes with the flow, Ned would ensure to deploy more hard work and devotion to the work to make sure that the project is completed by the set deadline. In deploying their unique strengths, it would be possible to make sure that they are able to deal with the project and make sure that they meet the deadline while ensuring that it is completed to the required standards.
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In the event of employees showing distinct strengths, such as it is the case with Mary and Ned, the decision-making process needs to ensure that it emphasizes on these areas to make sure that they work in an effective manner. The decision-making process needs to emphasize on the different strengths that the distinct employees portray within the organization to facilitate in approaching the differing employees’ interests differently, hence creating amazing results. By encouraging them to leverage on their strengths, their loyalty as well as engagement to the project increases tremendously. They become more productive, perform efficiently, learn their roles faster, and contribute toward increased project efficacy. Focusing on the distinct strengths of the workforce would also to more commitment and enthusiasm, solid work ethic, and increased effort (O'Keefe, 2017) . As such, it would become increasingly essential that the decision making process emphasizes on leveraging on the unique strengths of the employees.
To make sure that Mary and Ned complete the project according to the required standards, it would be essential to approach them differently. During the decision making process, it would be essential to realize that each individual has unique strengths, which are wired into their brains’ neural networks. These strength areas emerge as behaviors and the workforce performs well as well as with easy when approached from different perspective. It also becomes essential to realize that people have certain weak areas in their neural networks, which led them to perform with difficulty. Here, it would be possible to invest in the strengths of the workforce to ensure that the traits grow tremendously. In the organizational setting, the decision making process entails emphasizing on and developing the unique strengths of the workforce, which can play a critical role in terms of fixing, growing, and improving the weaknesses that they might portray (O'Keefe, 2017) . Here, the amount of effort that the organization puts into the strengths of the Mary and Ned would allow them to grow as persons and employees, thereby contribute toward the completion of the project.
Furthermore, during the decision making process, leaders in the organization should ensure that the employees operate in their strength areas to allow them to realize success. Thus, it should consider rewarding both Mary and Ned for the unique strengths that they portray, such as offering verbal praise in line with feedback, particularly when in front of other employees. These play a critical role in terms of boosting motivation and increasing motivation in the workplace. Individuals like performing well, while they prefer receiving praise for these kinds of initiatives issues. In addition, the decision making process can consider recognizing and materializing on the unique strengths of the employees via assessing their skills differently. (O'Keefe, 2017) . In this vein, adopting a decision-making process for Mary and Ned would play an essential in terms of growing the efficiency of the workforce while at the same time contributing toward completion of the project in an efficient manner.
As a manager dealing with the different strengths that Mary and Ned portray in completion of the project, the manager would need to adopt an approach that would ensure that are able to finalize the project on time and in the required standards. For instance, research reveals that effective managers should have the capacity of realizing the unique strengths for the team members. Here, the initial step toward developing workforce with distinct strengths entails paying attention, identifying the unique strengths of each perform, and managing the vital skills they portray. In this case, it would become possible to boost productivity, boost performance, and increased employee retention and engagement. The manager also needs to name the strengths that the different employees portray. The manager should ensure to meet with team members individually to discuss the manner in which they perceive their strengths and competencies. Here, it becomes essential to name every strength and asking the manner in which the strengths would apply to an organization (Clark, 2014) . Doing so would allow Mary and Ned to know the areas they would contribute greatly to the project to make sure that it emerged as a success upon completion.
Still on the project, the manager should consider applying the unique strengths of the individuals to attain the overall goals of the project. The manager should assist the two to understand their unique strengths and the manner that the talents unite to develop a powerful image and boost skills for teamwork. The manager needs to consider speaking about the strengths that the each individuals members portray while suggesting the manner in which they can leverage on each other’s strengths. The manager should look past the projects to the broader organization to determine the manner in which the portrayed strengths can be utilized in the neglected avenues within the broader organization (Clark, 2014) . In doing so, Mary and Ned would be able to complete the project on time, while gaining increased understanding on ways in which they can complete similar projects in the future.
Additionally, the manager should ensure to incorporate the strengths of Mary and Ned to performance reviews and conversations, while setting goals depending on strengths as well as core competencies that they portray. The manager should ensure to assist them to align their strengths with the anticipations as well as responsibilities of the roles that they undertake. In the ideal case situations, the manager should ensure to align the strengths of the Mary and Ned with expectations, although it would be essential to consider going off course during certain times. This way, it would be possible to nurture as well as guide the workforce to emphasize on their core strengths and offer them goals that match with their responsibilities and talent while handling the project. In this manner, Mary and Ned would be more contented while handling the project. Moreover, the manager should invest in strength training initiatives, which identify as well as optimize the strengths of Mary and Ned when dealing. This form of training should be something that the HR team should be capable of delivering or has the support of the company (Clark, 2014) . By following these approaches, the manager would be able to develop the strengths of Mary and Ned, making sure that they handle the project in a professional and in a competent manner, while ensuring to meet the set deadline.
References
Clark, T. (2014). 11 ways to build the strengths of your team members. Retrieved from https://www.liquidplanner.com/blog/11-ways-build-strengths-team-members/
O'Keefe, P. (2017). How successful organizations maximize employee strengths. Retrieved from https://connect.edgetrainingsystems.com/blog/how-successful-organizations-maximize-employee-strengths
