Here's how you can uncover and nurture the strengths of your team members.

Unleash your team's hidden gems. Become a keen observer to uncover and nurture their strengths. Watch how they tackle tasks: who thrives under pressure, who excels at creative problem-solving? Notice their contributions in meetings: is someone a data whiz or a master negotiator? These observations are gold. Use them to tailor tasks and responsibilities. Give the data whiz a chance to shine on reports, and empower the negotiator to close that key deal. By recognizing and nurturing individual strengths, you'll build a high-performing team where everyone feels valued and contributes their best.

This is what that has worked with me so far . 1. Invest time in mapping their Attitude , Skills and core functional competencies . 2. Figure out their aspiration, aim and future vision for themselves. 3. Observe & pay close attention to daily tasks, interactions and maturity level. 4. Share additional responsibility upon consent and follow delegation not allocation. 5. Never miss out the opportunity around constructive feedback , providing required resources, appreciation and support. 6. In the event of mistake or unsatisfactory results, resort to coaching not blaming or criticising. 7. Take monthly reviews to track progress.In case of positive results, trust them for decision making and adopt ASK not TELL approach to empower.

Connect with your team, not just based on their work but what are their goals. What have you observed as strengths? There are many times that you will determine that there is a "hidden strength/talent" that they have not tapped into yet, help bring that out and nurture them to become their best.

Know yourself and do not assume that others are like you. Get to know others, from the heart. If there is dissimulation, your team is broken and probably beyond repair. Total selflessness in a team is highly unlikely, just about as impossible as pure affinity or altruism. Figure out what others expect and need. Not wants, like "more."

Couple things here: Engage in conversation in the teammate’s space - it’s a lot more comfortable for them to be in a place they call their own rather than in the boss office. Another option is to catch them in the open - and walk and talk while you help them with a task. By approaching them and assisting - you show them you value and respect them. Learn what’s important, their why - and you will find they will open up to you. Build some rapport, know your teammates and the strengths even hidden ones will reveal themselves. When your team knows that’s what matters to them matters to you - they will take on challenges because they matter to you. Engage in conversations - know your team A that’s how to reveal their talents.

This is definitely the first step to uncovering and nurturing the strengths of your team members, then creating an environment that encourages open communication, where team members can share their skills and knowledge internally. Facilitate this through regular meetings, collaborative platforms, or internal workshops. Once these strengths are identified, support the upskilling of others by encouraging team members to mentor and train each other, leveraging their expertise. This approach enhances individual capabilities and fosters a culture of continuous learning and mutual support within the team.

Give them things to do which they are not confident of achieving. Add a safety net - "I trust you more than you trust yourself. If things go wrong, I will take the heat. Go forth and conquer".

Challenging your team members is a powerful way to help them recognize and develop their strengths. Assign tasks that stretch their abilities and encourage them to step outside their comfort zones. When faced with complex problems or unfamiliar situations, they often discover hidden talents. Monitor how each person copes with these challenges and offer support where needed. This approach not only helps in identifying strengths but also contributes to skill enhancement and confidence building. By fostering a culture of growth and resilience, you empower your team to reach their full potential and drive overall success.

Providing challenges for team members is a great tool to build trust, empower, and build capabilities. It is important to create a safe environment where team members feel they are supported and, in case of failures, they are safe.

Periodically, individuals require external support and validation to expand their capabilities and venture into uncharted territories. Cultivating an environment conducive to risk-taking, where individuals are encouraged to learn from mistakes, is instrumental in fostering personal and professional growth and bolstering confidence. It is crucial to impart an understanding of business constraints and performance metrics to enable individuals to prioritize these factors when making decisions.

Build a record of accomplishments and go outside the organization to promote the skills and capacities of team members. Share thanks. Share rewards. Write letters of recommendation that go into HR records. Write personal letters of recommendation that are listed on LinkedIn. Promote people above yourself and move on.

Regular and timely feedback is crucial to build a high-performing team. Important to regularly provide specific, actionable feedback that focuses on what they are doing well, highlighting their positive impact and suggesting ways to leverage these abilities.

Ein entscheidender Aspekt bei der St?rkenf?rderung ist die Etablierung einer Kultur der Verantwortlichkeit. Führungskr?fte sollten klare Erwartungen setzen und ihre Teammitglieder dazu ermutigen, Verantwortung für ihre Aufgaben zu übernehmen. Dies schafft Vertrauen und f?rdert ein Gefühl der Zugeh?rigkeit. Ein konkreter Handlungsvorschlag ist die Implementierung regelm?ssiger Review-Meetings, in denen Erfolge und Herausforderungen offen besprochen werden, um eine Kultur der Transparenz und Rechenschaftspflicht zu f?rdern.

Feedback requires trust and readiness for feedback. Make sure you have both before providing true and honest feedback. The other side needs to be confident you are providing the bad, the good, and the ugly - from good place - because you care, and you want them to grow. Be humble though. Do not assume you have all the answers, and your feedback is wisdom of the higher order that they could not afford to ignore. The reality is far more complicated. Emphasize this is the best feedback you can provide and believe in, but it is OK to ignore it or to prove you wrong. Your feedback needs to be coming with conviction and best interests in mind.

Die Anerkennung und F?rderung von Diversit?t und Inklusion sind wesentliche Elemente bei der Entwicklung von Teamst?rken. Unterschiedliche Perspektiven bereichern die Teamdynamik und führen zu innovativen L?sungen. Führungskr?fte sollten aktiv eine inklusive Kultur f?rdern, indem sie Mentoring-Programme und Peer-Learning-Initiativen einführen. Ein praktisches Beispiel ist die Bildung von diversen Projektteams, die von den unterschiedlichen St?rken und Hintergründen ihrer Mitglieder profitieren.

As a leader, you can directly impact a team member`s growth. Use tools like personality assessments (e.g., StrengthsFinder, MBTI), 360-degree feedback, or simply have open conversations about what their career goals where do they want to be in the next 2-3 years. This information will help you to shape the growth plan for the team member.

Die Aufdeckung und F?rderung von Teamst?rken sollte stets im Kontext der langfristigen Vision des Unternehmens stehen. Wenn Führungskr?fte die individuellen St?rken ihrer Teammitglieder in die strategischen Ziele einbinden, tragen sie zur nachhaltigen Entwicklung des gesamten Teams bei. Dies f?rdert nicht nur den Erfolg des Einzelnen, sondern st?rkt auch die Organisation als Ganzes. Ein praxisrelevanter Ansatz k?nnte sein, regelm?ssig Workshops zur pers?nlichen und beruflichen Zielsetzung abzuhalten, die mit der Unternehmensvision verknüpft sind.

Once more, you need to be credible and establish trust first. Then you can have an honest conversation about the options and growth opportunities. Think about opportunities through the multiple lenses: individual in question and what's their best interest, the team and performance improvement potential, and the organization itself. Then approach it as a negotiation arena - those interests may or may not be mutually exclusive. Sometimes you need to expand the pie to allow even better outcomes for all sides involved. And you definitely need to take BATNA into consideration (Best Alternative to Negotiated Agreement). Aligning interests and gains is the best possible outcome for all involved.

Peter Drucker é considerado por muitos uma das principais referências em comportamento humano, gest?o e lideran?a da história. Nascido em 1909, já falou que 'Ninguém deve ser nomeado para um cargo de lideran?a se sua vis?o se concentra nas fraquezas das pessoas e n?o em seus pontos fortes.' Isso explica claramente o poder de conhecer e desenvolver as fortalezas das pessoas do seu time. Inclusive, destacou em outra fala: 'Em primeiro lugar, concentre-se em seus pontos fortes. Coloque-se onde seus pontos fortes possam produzir resultados.' Trabalhando com milhares de lideran?as em todo o mundo, pude comprovar como aquelas que se orientam por suas fortalezas, e desenvolvem as fortalezas dos seus liderados, acabam gerando melhores resultados.

Explore interests and observe skill levels. One way to uncover interests is to give different tasks to team members. Examine the areas where they ask more questions (develop interests and a desire to learn). You can also ask in a collaborative environment who has an interest in what tasks. Other ways of knowing are what areas team members have the least follow through and do minimalist work. If there is an option for the team members' skills to be used in other areas, explore those opportunities. Once the strengths have been established publicly inform the team which members will spearhead specific tasks. This boosts confidence, the desire to learn more, and a sense of belonging.

Unleashing and Nurturing Talent: The Key to Team Success Identifying and nurturing the strengths of team members is the key to individual and overall team success. A team where each member feels valued and contributes their best skills is a team that is more engaged, productive, and innovative. To achieve this goal, it is essential for leaders to be committed to the development of their team members. This means creating a positive and receptive environment for learning and experimentation, breaking down hierarchical barriers, and setting realistic expectations. It is also important to value diversity and create an inclusive environment. Everyone should feel safe and valued to express their ideas and talents.

A direction often missed is “know yourself” because to be able to assess,observe, see value in others best comes for those who has done the hardest - to be able to do it with themselves honestly and genuinely. Learning how to have hard conversations with yourself makes you a better leader. This is not about criticizing yourself either - being able to see clearly both the good and the bad inside of yourself and to accept it, transmute it, integrate it… is the leader who has dominion over their own power.

Know your team. Their aspirations, potential, challenges. Know your organization - its needs and growth opportunities within. Become the matchmaker. Also, beware that some people will benefit from your gentle push or guidance. Others thrive in chaos or seek challenges themselves. And many may need the safety net you can provide.