If you have goal to grow as a leader, you’re on the right track. If you have a plan of how to get there, you’re doing even better. But where have you put your focus?
Many leaders choose to focus their development energy on areas they think (or have been told) are their weak areas. But is that really the best strategy?
If you’re going to invest the effort into becoming a stronger leader, it pays to make sure your focus is in the right place.
This is the third post of a three-part series on the leadership merits of Gallup’s StrengthsFinder 2.0 strengths assessment. In the first post, I shared the practical benefits of the assessment itself. Then last week, I explained how the each person tends toward one of four leadership styles and how each style significantly impacts team performance.
This week, I’d like to share some ideas on how to build a strengths-based leadership development program for your organization. I realize that not everyone is in a position responsible for serving an entire organization in this way. However, at the very least, these ideas can shape how we think about the implications of organizational leadership. Here they are:
Recently I wrote about the benefits of taking Gallup’s StrengthsFinder 2.0 strengths assessment. Nearly 9 million individuals have used the assessment to identify their Top 5 signature strength themes. That means there are many leaders out there who have yet to discover the incredible benefit of clarifying and leveraging their strengths.
What I’d like to do in this post is show how the 34 StrengthsFinder themes neatly divide into four specific leadership styles – and I’ll explain what difference this makes for you and your team. In the next post, I’ll share some ideas for building a strengths-based leadership development program for your organization.
“Well it’s good to talk with you today, Nathan. Why don’t you tell me a little bit about your strengths.”
Now replace my name with yours. How would you respond?
When was the last time someone asked you to identify your strengths? Was it in an interview or an application? Were you joining a new organization, team, project, school or program? Maybe you were about to accept a new promotion or a new role with a new set of people. What did you say? Do you answer the same way each time? Do your answers change based on your present circumstances?
If I could share a proven method to discover your strengths accurately, easily and in a quick and inexpensive manner, would that be good news?