« Talent Management: How About A Guy With A Big Cigar? | Main | Your Next "Aha!" Is the Beginning, Not the End »

TrackBack

TrackBack URL for this entry:
http://www.typepad.com/services/trackback/6a00d8341c500653ef00d834f6032453ef

Listed below are links to weblogs that reference Strengths, Weaknesses, and Employee Engagement:

Comments

David Zinger

Steve:

I appreciate your sales example. Good use of numbers. Why always have someone try and close the door when they are so good at knocking and having someone let them in?

Of course, this does not work so well if you are talking about 3 teenagers who leave the house with the front door wide open and you live in Winnipeg in January and the temperature is minus 30.

David

steveroesler

Hi, David,

a. Have you thought about moving to the Caribbean?

b. Have you thought about just moving the teenagers to the Caribbean?

c. Have you thought about moving to the Caribbean and leaving the teenagers in Winnipeg?

There are probably even more possibilities. However, the possibility of actually having them close the door is probably about the same as the temperature.

As always, thanks for checking in as well as the always-informative posts.


Viji

Hi Steve, very useful post and good point to note, focus on your strengths. Viji

steveroesler

Hi, Viji.

How is the cuisine blog working out for you? We have enjoyed the ability to actually see the photos and read the directions step-by-step.

Viji

Thanks Steve for your compliments. Learning many new things through my blog. When it comes to take picture, I a make sure that it is presented well. When it comes to write the recipe, i make sure it is simple and brief and also in an orderly way. So this food blogging helps me sharpen my skills further and I could see it at my office work also.Appreciate your interest. Viji

Phyllis Roteman

Hi Steve,

I saw strengths guru Marcus Buckingham speak last year. I also know that research (and common sense) confirm that focusing on peoples' strengths has a positive affect on morale, engagement and the bottom line.

But as with any approach (or new idea), focusing on STRENGTHS can go overboard in organizations, causing many negative side-affects. Some I've seen:

- Using the "strengths" research as an excuse for managers to avoid uncomfortable performance discussions with employees. ("Everyone knows that James is difficult to work with and shirks his responsibilities. No one wants to work with him and clients complain about him...but he's a really good analyst. Let's not rock the boat.")

- Hiding behind strengths as an excuse for bad behavior. For example, "I'm sorry that I snapped at you and called you a bumbling idiot. I have a short fuse. That's just how I am. Sensitivity is not my strength. You'll just have to accept that."

- Dumping mundane tasks (like paperwork, administration) on others because "it's not my strength." (For example, "Anne, you're SO GOOD at making the office coffee, cleaning out the pot and using the fax machine. Would you mind? I'm not good at that kind of stuff.") All jobs require doing some things we don't like, or aren't particularly good at...and most companies can't afford to give all of their employees an assistant to dump work on. Sometimes we just have to suck it up and do something, even though it's not our strength.

All of that said, I'm still a huge believer in focusing on strengths. I just get alarmed when I see a good concept spin out of control and become destructive. Phyllis

steveroesler

Well, Phyllis, that's just so true. As we've discussed before, a concept emerges and it becomes the "total" solution. Not that it was intended to be used that way, but that it becomes a shield of sorts in the ways that you mentioned.

Maybe it's time to do a book that emphasizes Building Strengths AND Closing Performance Gaps. I'm not quite sure how to say what I'm trying to say, but you are certainly onto something that would be helpful if deliberately addressed.

Thanks, as always.

Verify your Comment

Previewing your Comment

This is only a preview. Your comment has not yet been posted.

Working...
Your comment could not be posted. Error type:
Your comment has been posted. Post another comment

The letters and numbers you entered did not match the image. Please try again.

As a final step before posting your comment, enter the letters and numbers you see in the image below. This prevents automated programs from posting comments.

Having trouble reading this image? View an alternate.

Working...

Post a comment

My Photo

Steve Roesler, Principal & Founder
The Steve Roesler Group
Office: 609.654.7376
Mobile: 856.275.4002

Enter your name and email address to receive your copy of my coaching eGuide.

Name:
Email:
Leadership & Influence Blog
Business Blogs

Name:
Email:

Profiles

  • View Steve Roesler's profile on LinkedIn
Personal Growth from SelfGrowth.com
Archives

Get Updates via RSS Feed


  • Enter your email address in the yellow box for FREE daily updates


    Powered by FeedBlitz

Awards & Recognition...

  • Career 100
Alltop, all the top stories