Group projects can be challenging, especially when you have to work with people who have different skills, personalities, and preferences. However, if you can identify and use individual strengths in your team, you can improve your collaboration, creativity, and productivity. Here are some tips on how to do that.
Before you join a group project, take some time to reflect on your own strengths and weaknesses. What are you good at? What do you enjoy doing? What do you need to improve on? You can use self-assessment tools, such as the CliftonStrengths or the VIA Character Strengths, to help you discover your talents and values. Knowing your strengths can help you communicate them to your team and find the best role for yourself.
Once you have a clear idea of your own strengths, you can start learning about your team members' strengths. You can ask them to share their self-assessment results, or you can observe their behavior and feedback in the project. You can also use icebreakers, surveys, or interviews to get to know them better. Learning about your team members' strengths can help you appreciate their contributions and avoid conflicts.
Understanding strengths as a team is vital for a project’s success. First though, it’s important to think about the strengths needed at the different stages of a project life cycle throughout its delivery. For example, if the project is yet to get off the ground you will require the ‘ideas people’ who love to innovate. If a project is already underway you’ll want the ‘doers’ to take the reigns to get stuff done. Once it’s delivered, you’ll want those who value continuous improvement to make all the marginal gains needed so it becomes truly exceptional. One of the tools we use is the GC Index, which is fantastic to understand the energy for impact an individual and a collective team has - highly recommended!
After you have identified the strengths of yourself and your team members, you can assign roles and tasks based on them. You can use a framework, such as the Belbin Team Roles or the RACI Matrix, to define the responsibilities and expectations of each team member. You can also consult with your team members and let them choose the roles and tasks that suit their strengths. Assigning roles and tasks based on strengths can help you optimize your team's performance and satisfaction.
Just to re-emphasise the importance of this being a partnership with your team member - don’t presume you know their strengths, ask for their perspective and where they think they truly shine
Throughout the group project, you can provide feedback and recognition based on strengths. You can give positive feedback to your team members when they use their strengths effectively and help the team achieve its goals. You can also give constructive feedback to your team members when they need to improve their skills or overcome their weaknesses. You can also recognize and celebrate your team members' strengths and achievements in public or private. Providing feedback and recognition based on strengths can help you motivate your team and build trust.
Finally, you can develop and leverage strengths as a team. You can create opportunities for your team members to learn from each other and share their best practices. You can also encourage your team members to use their strengths in new and creative ways and challenge themselves to grow. You can also align your team's strengths with the project's vision and mission and create a shared sense of purpose. Developing and leveraging strengths as a team can help you foster a positive and productive team culture.
The article is a great read, however, what’s missing is the integration and application aspect of it — the human element. It’s easy to read over a document, understand the requirements, but how does one apply themselves in the ‘real world?” Here’s three things we focus on at the School of Ikigai: 1) Curate a comfortable & inclusive environment 2) Facilitate transitional learning exercises and systems 3) Create an inclusive and holistic learning culture