I was just reading an article in INC where Marc Cuban saying finding you passion does not lead to success. If you do something you do well, you will become inspired and that will generate passion.
Find those inner strengths in your team then help them use their strengths create new levels of performance as their excitement and passion builds.
Do you have a child who came home with report card that had A’s , B’s, and C’s? I will bet you went to those C’s and started criticizing. What about your team? Do you spend more time on underperformance and celebrating successes?
We fall into the same trap in our own lives as well as with our staff and team members. Unfortunately, most of us have little sense of our talents and strengths, much less the ability to build our lives around them. Instead, guided by our parents and others from the time we were growing up, we end up living lives that have been influenced by them. This results in working on our weaknesses while neglecting our strengths and our dreams.
According to Marcus Buckingham and Donald Clifton, authors of “Now, Discover Your Strengths”, this results in loss of profits and as waste of human potential. They cite the Gallop organization in their twelve-question employee engagement survey. Gallop has spent over a decade surveying people worldwide on the topic of employee engagement. Employee engagement is defined as how positive and productive people are at work. Only one third of all surveyed employees responded positively to the statement “At work I have the opportunity to do what I do best every day.” The costs of this mistake are staggering.
First, if members of your team are not engaged because they are not utilizing their skills they may check out mentally or leave your organization all together. The best approach for you is to learn your employees’ strengths. There are ways of doing this including getting to know your employees and observing them at work.
If you observe an employee that is always early, never misses deadline, does a complete and thorough job, but does not enjoy working in abstract or making projections don’t place him in a job that requires project management and planning. He excels at execution and deliverables. He will thrive at that and enjoy it. I know of a chemist who had many patents created for his company. The company promoted him to head off the pilot (test) plant. He hated it because he could not use his creative strengths.
Find the strengths of everyone on your team; leverage those strengths by giving them assignments that put those strengths to use. You will have happier engaged employees and a high performing team.
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