Stop Trying to Be Well Rounded...

“If you spend your life trying to be good at everything, you will never be great at anything" “Although individuals need not be well-rounded, teams should be.”

(Tom Rath, "Strengths Based Leadership")

———————-

Want to learn more about your strengths and how to leverage those of your team? Join John K. Coyle and Dr. David Rendall Feburary 13th in Chicago for our Strengths 2.0 Summit, a half day workshop to use design thinking to find your strengths and design through your weaknesses. Click the link below to learn more and register.

Strengths 2.0 Summit

Strengths-Based Leadership: Creating the Right "Enclosure" (Guest Post by Stosh Walsh)

Strengths-Based Leadership: Creating the Right "Enclosure" (Guest Post by Stosh Walsh) stosh1 stosh2

As I read John’s last post, my first thought was, “An important part of a leader’s job is to decide what kind of ‘enclosure’ to create.”

But before we get to that, we have to understand the 2 factors that inform the decision.  First, direction—where are we going?  And second, culture—what kind of environment must we have to ensure we arrive there?

Leaders can do this in one of two ways.  They either build their team according to the desired direction and culture, or shape the desired direction and culture according to their existing team.  In both cases, a consideration of strengths is paramount.

This reality gives birth to change management, evolution of teams, building and perpetuating a legacy—in short, these things happen over time, not instantly.  Leaders who elect to build a team according to the desired direction and culture have greater margin when selecting the team, but must face the stages of team development.  Conversely, leaders who pursue a new direction with an existing team might enjoy a greater understanding, but face changing the status quo and all that endeavor entails.

Though they face unique obstacles, both approaches can work if the leader employs a strengths-based perspective.  For the leader who chooses to build a team toward a new or existing direction, selecting the right strengths is paramount, after which those strengths can be shaped, over time, into culture.  For a leader with an incumbent team, the key is to understand the team’s strengths and then choose a direction that will see those strengths maximized.

For example, if a basketball coach wants to play an up and down the court transition style, he must select athletes who can perform the tasks associated with that style.  He will likely prefer players who possess the strengths of speed, agility and passing, as opposed to patience, decision-making or rebounding ability.  However, if that same coach has a team full of tall, strong, patient players, he is better served to understand the existing strengths and choose a more methodical style based on ball control and scoring close to the basket.  If, in the first scenario, the coach fails to select the right strengths, his direction will fail and his culture will deteriorate.  Similarly, if the coach tries to take the team in a direction that does not suit their existing strengths and culture well, he will lose games even if his players are more talented.

Why?  Enclosure = Culture + Direction.

Now, if at this point you are thinking, “That sounds too easy,” you are right.  But most of the difficulty leaders face in trying to determine the right enclosure is self-inflicted—they insist on a direction that does not suit their team’s strengths, or they choose teams full of people who are talented in the wrong areas, and therefore unable to further the direction.

So how can leaders avoid this?

They can GEAR UP for strengths:

Grant autonomy—people who are working in an area of strength will exceed your expectations.  Give them the why of their work, and let them figure out the how.

Encourage effort—tell people what you’ve seen them do well and ask them to try it again, or in a different setting because of your confidence in them.

Assess—discover the strengths of people around you by asking, “When was the last time you lost track of time?” or “What do people come and ask for your input or guidance on?”  The answers will provide clues to their strengths.  Put people through assessments that can help them put vocabulary to what they do well.

Reward and recognize—few things on earth feel better than doing something we enjoy and then having someone acknowledge it in a way that is meaningful to us.

Understand motivations—some people work for money, others for enjoyment, still others for mission—whatever their motivation, it will be informed by their strengths.

Position for success—help people do less work in areas they don’t perform well, and more in places where they excel.  We all have to do some things we aren’t very good at or don’t like, but we shouldn’t have to do more than is absolutely necessary, as that serves neither direction nor culture.

As a leader, what strategies have you employed to choose the right direction, shape the right culture—create the perfect enclosure?

———————-

Want to learn more about your strengths and how to leverage those of your team? Join John K. Coyle and Dr. David Rendall Feburary 13th in Chicago for our Strengths 2.0 Summit, a half day workshop to use design thinking to find your strengths and design through your weaknesses. Click the link below to learn more and register.

Strengths 2.0 Summit

Looking for Your Strengths? Examine Your Weaknesses… (pt. 2 – Guest Post by David Rendall)

By David Rendall: The Rudolph Principle: Discovering Uniqueness by Embracing Weakness Last year I was watching the classic TV version of Rudolph the Red-Nosed Reindeer with my daughters and I realized that the story has a lot to teach us about strengths and weaknesses.

Just let the song run through your head for a minute . . .

“Rudolph the red-nosed reindeer had a very shiny nose, and if you ever saw it, you would even say it glows.”

The Rudolph Principle

Rudolph was different. He had a major obvious flaw. This is the same for most of us. We are too impatient or too messy or too silly or too serious.

“All of the other reindeer used to laugh and call him names. They never let poor Rudolph, join in any reindeer games.”

Rudolph’s flaw made him unpopular and led to his rejection and isolation. No one wants to be rejected. So what do we do? We often try to hide our flaws and fix our weaknesses. We become ashamed. We wish that we could just be normal, like everyone else. We want to be accepted, so we try to change. This is just what Rudolph and his parents tried to do. They covered up his nose with a black rubber cone. It didn’t work. The red nose still shined through. It looked like Rudolph was destined for a life of pain and misery, but then the situation changed.

“Then one foggy Christmas Eve, Santa came to say, Rudolph with your nose so bright, won’t you guide my sleigh tonight.”

Rudolph’s nose was a weakness, but it was also a strength in disguise. In the right situation, a “foggy Christmas Eve,” Rudolph’s nose was an irreplaceable advantage. That is why he got the call, from Santa himself, to save Christmas for the whole world.

He didn’t succeed in spite of his weakness; he succeeded because of his weakness. What would have happened to Christmas that year if Rudolph had gone to Beverly Hills for a nose job?

“Then all the reindeer loved him and they shouted out with glee, ‘Rudolph the Red-Nosed Reindeer, you’ll go down in history.’”

Rudolph’s legacy, his enduring fame, was a result of his uniqueness.

Do you want more happiness, fulfillment, success and energy? Find your red nose. Look to your apparent weaknesses and flaws. They offer clues to your greatest strengths. Don’t try to hide them or fix them. Just look for the right situation, the one that offers a perfect fit between who you are and what is required. This takes courage, to wait, to endure ridicule, to be rejected by others. But remember the end of the story. Santa called on Rudolph and he saved Christmas.

Looking for Your Strengths? Examine Your Weaknesses… (pt. 1)

Matt Stutzman: IMG_5076

In many ways, Matt Stutzman is just your average guy. A hardworking, married, 33-year old with three children, Matt, like many fathers, goes to work, changes diapers, hunts and fixes cars.

However, unlike most other fathers, Matt Stutzman has no arms. Born with a rare medical condition, Matt has had to learn to navigate life without the benefit of arms, opposable thumbs and everything in between.

Clearly this is a very tangible weakness that created significant adversity for Matt to overcome. Matt had to learn to do all of life’s tasks — mundane or significant — without the benefit of arms and hands. Tying shoes, opening doors, driving, feeding himself, all of this, Matt learned to do with his feet.

What is fascinating about Matt’s story is that in his case, his significant weakness is also an extraordinary and fantastic strength. In 2012, Matt became an Olympic silver medalist and he holds a world record…

…in Archery.

IMG_5077

How is it possible that a man without arms holds a world record in a sport for the “armed”? Matt’s legs and feet are nearly every bit as nimble as the average man’s arms and hands, but are two — or perhaps three — times as strong. So, Matt can shoot more arrows in practice than your average archer without getting tired, use a greater level of resistance on his compound bow when shooting, and hold his aim steadier than, well, anyone on the planet.

[embed]https://www.youtube.com/watch?v=XgEiROtmXwU[/embed]

Consider this: Matt’s greatest weakness, when analyzed in a new light, is also his greatest strength.

Seeking to find your strengths? Sometimes the best place to start is in your weaknesses.

What Strength Will You Focus on in 2015?

“It doesn’t take a lot of strength to hang on. It takes a lot of strength to let go.” (J. C. Watts) In 2015, I will focus on developing some relatively newly-discovered strengths and deliberately designing around the well-trodden paths of my weaknesses.

  • Strengths: I will spend more time writing and speaking (a relatively newly-discovered strength). Both of these activities fill me with energy and purpose, and bring color into my life. I have already discussed this with my employer and designed my job description to focus on these areas.
  • Weaknesses: I will stop pretending that I have significant strengths in detail orientation and follow-through. I will rely on people who are strong in these areas, so that I can dream big and still deliver.

Please share: What strength will you focus on in 2015? Or what weakness are you chasing that you will let go or turn over to someone else?  Please share with our community by commenting below.

Screen Shot 2013-03-24 at 4.27.47 PM

The 1, 2, 3's on Leading a Strength-Focused Life

The 1 / 2 / 3's on Leading a Strength-Focused Life

  1. What are your greatest strengths? Do you know what they are? (If not, why not?)

"Each person’s greatest room for growth is in the areas of his/her greatest strength." (Marcus Buckingham)

  1. Is there a strength or talent you have let lie dormant or that you need to focus on in 2015? 

"You will excel only by maximizing your strengths, never by fixing your weaknesses." (Marcus Buckingham)

  1.  Have you been pursuing a weakness at work or in another area of your life you need to let go in 2015? 

"It doesn't take a lot of strength to hang on. It takes a lot of strength to let go." (J. C. Watts)

Screen Shot 2013-03-24 at 4.26.01 PM

Want help finding your strengths?   http://strengthssummit2015. eventbrite.com