The effective manager first knows and values their own strengths and works from these strengths, which are almost always developed from talents……..a pattern of naturally recurring ways of thinking feeling and behaving. The manager also knows the strengths of everyone on the team. They use a strengths-based approach in the growth and development of self and those on the team by focusing on strengths, not fixing weaknesses. They do not ignore weaknesses, they simply manage them given that they know that real success is best reached by focusing on strengths.
Upon taking a strengths-based approach, the effective manager focuses on employee engagement. Research clearly demonstrates that an engaged workforce is not only more productive; the organization has less turnover. Given this data focusing on workforce, engagement needs to be at the forefront for all managers of high performing organizations. To address workplace engagement, managers need to concentrate on four things: 1. Know them. 2. Grow them. 3. Involve them. 4. Reward them. Simply stated, to increase workforce engagement, the manager needs to focus on knowing, growing, involving and rewarding team members.
Performance is the foundation of a strength-based approach, and research demonstrates that an engaged workforce is more productive. For this reason the manager, who is strength-based and focuses on workforce engagement, naturally is performance oriented. The first step in being performance oriented is the manager and team member together setting measureable goals (expectations) and each holding the other accountable. As a side note, expectations without consequences are simply suggestions, and in a performance oriented organization key expectations are established, not suggested. The manager holds the team member accountable for results and the team member holds the manager accountable for providing the needed resources and constructive feedback to help them reach the established goals.
It is easy to see that the manager cannot simply choose one or two of the three areas discussed to work on. To be strengths-based, engagement focused, and performance oriented, you have to realize they are interconnected. Each of these needs the other to accomplish the mission of the organization. PLG Leadership can help organizations develop strength-based, engagement focused, and performance oriented managers that are essential in high performing organizations.