How can you identify and develop the strengths of individual team members?

An equally important part of strengths work is recognising and commenting on the strengths you see in coworkers and staff reporting to you. We call it strengths spotting and it is the practice that unlocks the relational power of strengths. Used this way strengths can build relationships and transform workplace cultures.

Knowing and activating the best in oneself can be a true GAME-CHANGER. Research around the world, as well as VIA’s own program outcomes, consistently show increases in engagement, performance and other measures of wellbeing. But, after 10 years of working with professionals to create great places to learn and work, I see another part of the work as a true WORLD-CHANGER. In our radically divided world, VIA characters strengths and virtues show us powerfully, elegantly, and simultaneously how we are unique within all of humanity, and how we are connected to all of humanity. With this knowledge we transcend even the deepest divides at home, at work, and in our communities, creating a path for collaboration, innovation, compassion, thriving

Using our strengths at work matters because they go hand-in-hand with our values and intrinsic motivations. They also correspond with all the major aspects of personality. That's why crafting jobs to better use strengths increases motivation and performance as well as boosting well-being.

Building a team based on complementary strengths that compensate for weaknesses and amplify super powers is a critical leadership tool. It isn't about asking people to grow where they are lacking and creating an army of people who all bring the same thing to the table.

Often, we assume a strength is just something someone does well. It's important to remember that a strength is something that someone is both good at AND enjoys doing. If someone is strong in an area, but doesn't enjoy it, it's easy for that person to become disengaged and burned out.

When I am new to the team, I usually ask a simple question: Who wants to work on the project X? That helps me identify each team member's passion and move it in the right direction. Then, I also check if they have the right skills and how I can help the employee develop them if skills are missing.

A good leader should be able to readily name or know how to quickly identify the strengths of their team. The sign of ineffective leadership is finding it easier to identify people's weaknesses or faults.

It's important to approach developing strengths with ongoing dialogue and input from your team members. I once had a supervisor assign tasks based on what they perceived as our strengths, but those were an incomplete and at times incorrect view of our strengths. Strengths are not only what members are good at but also what brings them engagement and joy, so it's vital to stay engaged with your team to hear from them what they see as their strengths and where they want to develop. Then, you can help them notice any gaps and find opportunities for growth.

Building a team based on complementary strengths that compensate for weaknesses and amplify super powers is a critical leadership tool. It isn't about asking people to grow where they are lacking and creating an army of people who all bring the same thing to the table. When people are able to work synergistically they stop feeling competitive or insecure.