Recognize strengths and use them in your job
Many people find it difficult to identify their own strengths - often because they focus too much on their weaknesses. Trainer Ute Falkner explains how important it is to recognize your own strengths and make targeted use of them in your job. Real strengths are shown by the fact that something is easy and fun for you and that you are better at it than others. If you use your strengths, you can develop better professionally - without any pressure to optimize yourself. Companies also benefit from paying attention to individual talents rather than just job descriptions. Finally, there are five practical tips on how to use your strengths in everyday working life.
Why do we find it so difficult to clearly state our strengths?
Ute Falkner: We often work on our "quirks" and focus on supposed personal shortcomings.
Eckard von Hirschhausen describes this very well in the "Penguin Principle": If you observe a penguin, it initially looks like a misconstruction of nature: the body appears compressed, it cannot fly, it has no knees - but a penguin is one of the fastest creatures in the water and can cover thousands of kilometers. That is its strength! To play to its strengths, it just needs the right environment. Because it will never become a giraffe. Not even with 1000 hours of psychotherapy or coaching.
Does that mean we no longer focus on our weaknesses?
Ute Falkner: For each and every one of us, this means that if we are in the right environment with supportive conditions, we can show all our strengths.
This perspective is a paradigm shift. We are moving away from focusing on our weaknesses and looking at where our strengths lie.
How do I know what strength I have?
Ute Falkner: We usually find that difficult. In job interviews, 90 percent of applicants say they are strong communicators and team players. But that's a lot of people.
There are three indications of a strength: 1. I can do something better than those around me. 2. it is easy for me. 3. I enjoy doing it and want to develop it further.
If everyone tells me you're great at organizing, but I hate it, then that's not a strength, it's just a skill.
The beauty of the new perspective on developing strengths is that if I build on my individual strengths, then I can become excellent at what I do. If I try to correct my weaknesses, then I will become mediocre at best.
We find ourselves in a time where a lot of focus is on self-optimization. Is strengths work part of this context?
Ute Falkner: The penguin principle shows very well that this is not about self-optimization. When I realize what I'm really good at, it's about looking at where I can put these strengths to good use and how I can develop them.
Of course, strengths work has great potential for people who want to develop themselves further. For example, in personnel development: an employee can try to dock into the company according to her strengths and develop further, for example by recognizing that it would help me in this area if I improved my public speaking skills.
We all try to follow certain cultural codes. But we have to make sure that we don't get lost in the image of the "Instagram person" and think: That's exactly how I should be! Taking a closer look at our actual strengths is a relief here: because I can say: Okay, rhetoric will never be my strength. But I can be creative and make people laugh and that's what I'm focusing on now.
Are companies already using the potential of strengths-based work for their HR policy?
Ute Falkner: There are now companies that hire employees according to their strengths and not according to a job description - because in the end, no one ever fulfills all the points of a job description. We are simply not egg-laying woolly sows.
The trend is clearly moving towards looking at how strengths are distributed in a team and whether a strength may be missing. Some companies are already taking this approach. They look less at specific technical skills and more at soft skills.
How can managers recognize the strengths of their team?
Ute Falkner: The pme Academy offers seminars for entire teams: We then analyze with the participants how the strengths in the team are distributed. Is there a strength missing in the team? Can every employee contribute their strengths? Is everyone doing the jobs in which they can best utilize their strengths?
There are many aha moments in such a team seminar. For example, a team member may be in a position where he or she cannot use their strengths at all. A team can then be reorganized accordingly.
We use the LINC Personal Profiler to analyze strengths. This is a scientifically based tool for analyzing individual strengths, skills and potential. It is based on the concept of strengths orientation and helps to make the unique skills and talents of each individual visible. We also use LINC in individual coaching sessions to develop a strengths profile together with our coachees.
What is your personal strength?
Ute Falkner: I have discovered a strength that I previously thought was not a strength: in a strength test, I got the maximum number of points for the category of pleasure person. So I like to spend a lot of energy and time making sure that I'm doing well and create wonderful moments for myself by spending time with my loved ones, eating good food and traveling a lot. I have always seen this as a hobby. But ultimately, this strength also influences my environment and my work. Because I also convey this strength to the outside world and say: Come on, let's have a good time and let's make it as nice as possible.
5 tips: How to use your strengths on the job
1. integrate your strengths into your day-to-day work
Actively use your natural talents in your daily work environment to increase your productivity and satisfaction.
Example:
If you have a talent for organization, take on tasks such as planning meetings or coordinating projects to optimize workflows.
2. communicate your strengths with your line manager
Talk openly about your strengths so that your tasks and responsibilities are better matched to your skills.
Example:
If you have strong communication skills, suggest taking on regular presentations or client meetings to fully utilize your talent.
3. set specific development goals
Define development goals based on your strengths to drive your professional development in a targeted manner.
Example:
If you are creative, set yourself the goal of regularly coming up with new ideas to encourage the innovation process in your team.
4. work with colleagues who complement your strengths
Look for team members whose skills support your own strengths in order to achieve better results together.
Example:
If you are creative, work with colleagues who are good at implementing ideas to drive projects forward faster and more effectively.
5. use your strengths as a basis for decision-making
Rely on your strengths to make quick and informed decisions that improve your work and results.
Example:
If you are strong in analytics, use your ability to analyze data to make informed decisions when planning projects.
