Here's how you can identify and leverage the unique strengths and skills of each team member.

A team is a crucial element for achieving any objective or goal. To reach that goal, you need to place your team in situations where you can evaluate their capacity and competency in handling challenges and demonstrating their skills and strength. Additionally, provide your team opportunities to showcase their strengths and weaknesses during corporate meetings, brainstorming sessions, and one-on-one discussions.

Este sin duda es un proceso esencial para maximizar el rendimiento de tu equipo, desde mi experiencia comparto algunos tips que me han funcionado: 1. Hay muchas herramientas para identificar las fortalezas y oportunidades: test de personalidad, evaluación 360 °, Assestments, etc.. 2. Lo importante de esto es que hacer con la información obtenida, y enfocando en PLANES DE DESARROLLO, asignar a tareas adecuadas, en definitiva planes de acción muy concreto. De todo ello lo más relevante es contar con el compromiso desde el principio del colaborador, es por esto que como Jefe tienes que tener una retroalimentación constante.

One of the best ways to identify and leverage each team member's strengths is through a robust assessment composed of various tools, such as: - Behavioral testing (be cautious with DISC, as it lacks scientific validation! Opt, for example, for the Big Five/OCEAN, which should only be administered by psychologists registered with the CRP); - Performance evaluation; - Potential assessment; - Leadership based on the TRM (task-relevant maturity) methodology. In the end, by analyzing the results obtained with these tools, we achieve a more reliable competency assessment.

Mas lembre-se, isso n?o é uma receita de bolo! Você n?o consegue promover a colabora??o se este Valor n?o faz parte de sua organiza??o. Se já faz parte, o trabalho é muito mais fácil. Se n?o faz, vale a pena investigar quais cren?as est?o limitando a presen?a desse valor - n?o apenas para aproveitar as habilidades específicas da equipe, mas para o bem da organiza??o como um todo.

And it helps to remember the golden rule of leadership: 'praise in public, coach in private'. Praise should be honest, consistent and true. And it doesn't need to be full blown. Simple observations such as: 'I like the way you...' or 'when you said... I found it really helpful' build-up over time to create an environment of care, trust and inclusion.

As a leader, knowing your team uniqueness is critical. You may begin with one on one session to get the whole pictures of your team capabilities, identify their strengths and weaknesses also their behavioral styles. This is important to define who doing what, once a certain project coming or even for the daily routine tasks. Develop a two ways constructive communication by practicing effective listening and encourage your team to speak up and appreciate any feedback from your team members. This is to build trust and strengthen the teamwork.

Begin by taking the time to get to know each team member individually. Conduct one-on-one meetings to discuss their interests, past experiences, and career aspirations. Use tools like personality assessments or skill inventories to gain a deeper understanding of their strengths. Observe their performance in different situations to identify their unique contributions. Once you've identified these strengths, match tasks and projects to the right people. Encourage team members to take on roles where they can excel and feel confident. Create opportunities for them to develop their skills further through training or mentorship programs. Promote a culture of collaboration by highlighting and celebrating individual strengths within the team.