It's been several weeks since I blogged about the strengths revolution. As with anything, it seems that things get bogged down with all the hub-bub of the routines of the day. The past several weeks have been among the busiest with regard to large servings of crisis-du-jour.
To update you on the strengths revolution in my own work area, the entire group took the Strengths-Finders 2.0 survey and we presented our results to one another. It was a good exercise in individual self-awareness and also with regard to functioning better as a team. We created a strengths grid indicating everyone's five dominant strengths and discussed how people cluster as well as how people exhibit individual specialities.
Of the 34 personality themes, our work group covered 26. Not a bad range for the group. I will post the grid when I can access the chart. It is a good representation for the way multiple people working in a team may team or partner for specific strengths that may be missing from one's own reportorie. If anyone is interested in the grid as a template for your own team strengths evaluaiton, it is available for a nominal contribution to HomeFieldAdvantage.
The next steps we are undertaking are to continue to bring our individual and group strengths more into play in our work. We are viewing the Marcus Buckingham series, "Trombone Player Wanted." The giist of this is to review what activities "make us strong" and to determine how to bring those forward in our daily work.
Well, more to come. Let me know if there are any questions about the strengths approach. It would also be good to hear individual testimonials about how focusing on strengths have helped others. Feel free to add your stories. Stay strong!
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2 comments:
Our leadership group took the Strength Finder test. We also found it helpful to chart the results for easy and quick reference. Results may be more visible with your grass-roots approach, meaning that you, as the lead, and your team with full knowledge of each other's strengths can more readily apply the strengths findings in day-to-day dealings. In our situation, the leaders are expected to filter down the information to their respective groups. A much slower process. I'd be interested in hearing about your successes with Strengths as your driver. Luck to you.
Thank you for the comment. We are experiencing benefits both for the team and members working one-on-one knowing one another's strengths. Where there might have been confusion and frustration with one another's quirks, we now see these as unique personality themes and talents and have a greater appreciation for these.
We are now going through the Trombone Player Wanted video one segment per week and discussing things that are presented within the real-work context. A big issue of mine is how this can be put into practice rather than be another theoretical exercise that passes with time.
I am also interested in hearing more about your experiences. All the best!
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