Make it a goal over the next 30 days to uncover one strength for each of your team members and use it in a conversation with that person.
Employees are often unaware of their talents and strengths and unsure about how to take advantage of them. One of the most important things managers can do for their employees is to help them name, claim and aim what they do best.
What To Do
Make it a goal over the next 30 days to uncover one strength for each of your team members and use it in a conversation with that person.
This is what reinforcing a team member’s strengths might sound like:
“Mark, the explanation and story you told in our meeting yesterday really helped everyone understand what we are trying to do and why it is important. Your ability to understand difficult concepts and explain them to others is beneficial to the team. The way you connect a story to an issue makes everyone in the room smarter.”
Why This Is Important
People operating from their strengths produce significantly more at higher quality, and they build stronger, more engaging relationships with their customers.
Unfortunately, people often take their most powerful talents for granted, and many individuals are not fully aware of them.
The most effective managers help employees appreciate their strengths and understand how their strengths contribute to team and individual success.
How Managers Can Excel By Really Coaching Their Employees
Managers need to have more frequent, ongoing conversations with employees. But too many managers aren’t up to the task.