… and that implies that you not only need to understand what your team member’s strengths are, but also what their interests are. What they like doing and where they want to develop themselves. You may wonder why it is not enough to just focus on strengths? Well, because even if somebody has a clear strength, it does not mean that this person permanently likes to, let’s say, co-ordinate and project-manage things. Maybe this person even gets frustrated by constantly being given such tasks as this hinders him or her to take time to learn new things, to develop other strengths.
So, are you giving your workforce the chance to develop further strengths or do you just use them as they are?
