Recently I was working with a client who was just promoted to a leadership position over several teams across the country. On our call we were talking about the strategy he was putting together to create a strong, successful team. The first step in his plan was to meet individually with each team member and have an in-depth conversation to find out their strengths and interests. It is a brilliant first step. To build a successful team you must know what each individual brings as strengths. My client knew that even though the meetings would be time consuming it would be absolutely worth it.
There are so many benefits for a leader to take the time to find out his/her team’s strengths. First of all those meetings help the leader begin to build relationships with their team members. One of the biggest complaints which shows up on employee surveys is that they do not feel recognized and valued. Everyone wants to feel known and appreciated for their expertise. By meeting with each team member, asking them to share about their strengths and what they love to do. the employee feels known and acknowledged.
The “strengths” meeting is only a beginning. The next step is to bring the team together to have a conversation about each members strengths and expertise. Not only does this increase the feeling of value that each individual brings but it also highlights areas of delegation. Now, not only the leader knows who to delegate to or who to ask for information in an area of expertise, but the whole team knows. Over and over I have heard from client’s…”I want to be the go-to person on this topic.” When as a leader you point out individual’s areas of expertise publicly, it pays out in huge productivity dividends.
One of the side benefits of continuing the strength’s conversation is that as a leader you will now be able to see if you have “strength holes.” Do you need to add individuals so the team can more easily meet their goals? Can you grow those areas of expertise with members of your current team?
If you are ready to create a strong team here are some steps to get started…
1. Give each member of your team the Gallup Strength’s Finder Test (https://www.gallupstrengthscenter.com) or begin observing and verifying their strength’s by spending time with them.
2. Have a conversation with each team member about what energizes them and what they excel at. (Remember a true strength is an activity an individual excels at and loves to do. Many of us have skills – things we are good at but they do not energize us. Those are not strengths.)
3. Facilitate a team conversation allowing each member to talk about their strengths. Encourage them to share real work examples of what that strength looks like in action.
4. Regularly point out when strengths are being used . Do this both publicly and privately.
5. Actively find ways to help the team grow their strengths.
6. Your goal is to have team members operating from their strengths a high percentage of the day.
7. Have fun with this! Make talking about strengths and maximizing them a “work lifestyle” not just another team-building activity.
Have an Amazing Monday (and everyday!)
Leanna Fredrich, Leadership, Career and Stress-Management Consultant
Leanna@amazingmondays.com
PS: Need help doing this? I am available for group work as well as individual consulting.