Driving Engagement by Focusing on Strengths

It is more intuitive than it may seem to be 'strength focused' when addressing employee/subordinant improvement. Challenging people to bring their best to a growth experience allows them to do so with some confidence. This reduces the anxiety level and allows a more positive perspective from the employee/subordinant when they do hit a wall.

The only way that someone can take their strengths to higher levels of achievement is by addressing their weaknesses. But, with a 'weakness focused' approach, the potential for a negative perspective from the employee/subordinant is more likely. Also, time on task is a form of communication. IF a supervisor is spending time on the task/focus of a weakness that could communicate to the employee/subordinant that they are not meaningful. They don't just have weaknesses, they ARE a weakness to the company.

Of coures, as in any relationship, the worst case is to ignore. This is the death knell of any successful collaboration.

Challenging people to fix their weaknesses may not be a growth experience - it may be received as a nuisance, a distraction, as a sign that strengths are not valued. Far better to pair someone who has the strength to compensate for the other person's weakness than to expect that person to grow out of their weakness.

These findings also seem to translate beyond the traditional workplace. Anecdotal evidence gained through years of observation tells me that learners in communications training workshops follow the same patterns. Focusing on strengths tends to produce a positive learning experience. Focusing strictly on challenges can result in discouraged students. Ignoring participants can be the most damaging, leading them to check out mentally and, sometimes, physically.

Ed Barks
President, Barks Communications
http://www.barkscomm.com

In the selection of Head Coaches for my sport teams it is for more productive to hire assistant coaches and support staff who possess the competencies that make up the weaknesses in the Head Coach. If you attempt to work on the Head Coach's weaknesses, even if he improves within those areas, he will become mediocre at best. Have the Head Coach concentrate on his strengths and hire those who will make up his shortcomings. Peter Baxter http://www.investinpeopleandwin.com