Strengths – the REVOLUTION in People Development
How can we be good at everything? What is classed as a good standard of performance? Does one standard fit all?
I recently met a leader and we chatted about coaching. His face went red and that jaw went tight and there was certain anger in him. He didn’t believe in coaching at all. This reaction was based on his experience of how his boss humiliated him years ago and called it “coaching & development”.
He said how his experience of previous “coaching” only focused on the personal profile that had been “invested in” him and really highlighted those areas that brought out his weaknesses.
The director pushed him into a role and he failed to succeed in it because it was not what he was good at doing but he “had to do this to get to the next role”. Guess what? He was so unhappy, it cost him his health, his marriage, his job and his confidence. He just shut down on any future discussion when it came to even the topic of ‘coaching’. Imagine, a leader has now begun to limit the talent in his own team based on his own experience and how ‘development’ can in his words “destroy you”. How sad is this to hear! How common it is to hear! How will his style of leadership replicate itself forward on to others and what will be the limit of growth for all concerned be? The abuse of power was inflicted and the experience and self-belief and ownership of “coaching being bad for you” was the relationship!
How can we be good at everything? What is classed as a good standard of performance? Does one standard fit all?
I recently met a leader and we chatted about coaching. His face went red and that jaw went tight and there was certain anger in him. He didn’t believe in coaching at all. This reaction was based on his experience of how his boss humiliated him years ago and called it “coaching & development”.
He said how his experience of previous “coaching” only focused on the personal profile that had been “invested in” him and really highlighted those areas that brought out his weaknesses.
The director pushed him into a role and he failed to succeed in it because it was not what he was good at doing but he “had to do this to get to the next role”. Guess what? He was so unhappy, it cost him his health, his marriage, his job and his confidence. He just shut down on any future discussion when it came to even the topic of ‘coaching’. Imagine, a leader has now begun to limit the talent in his own team based on his own experience and how ‘development’ can in his words “destroy you”. How sad is this to hear! How common it is to hear! How will his style of leadership replicate itself forward on to others and what will be the limit of growth for all concerned be? The abuse of power was inflicted and the experience and self-belief and ownership of “coaching being bad for you” was the relationship!
Ever felt caged by your own strengths?
“Let’s focus on your weaknesses” – sound familiar? “It’s Development for you!”
Let’s really look at what makes you unhappy and what you are so bad at doing!
Let’s look at how much we can change you and “squeeze” you in to a slot you don’t even want!
Let’s give you more responsibility… oh and we will just add in a million spread sheets for you to do – daily… because we know this is a huge area of weakness for you and something you need to get better at! “
I feel very passionate about the subject of ‘Strengths’ and how people and companies can build upon this for success.
As a coach, I frequently come up against the hurdles and stresses of people being forced to do something in a role they are not comfortable with, to the point of total disaster for all concerned. I feel so moved by this topic that I wanted to put pen to paper to let people know that should they be feeling similar (being forced to fit into a slot that just is not bring out their skills and strengths at all), that they are not alone in how they feel and that they are not failing. To leaders, maybe we all need to think about how we inspire and encourage our employees to grow and succeed at work. After all, we have invested time and money in them to be a part of our organisations – have we not?
Now, don’t get me wrong. I know that sometimes people’s characters truly do come out after time and that laziness, complacency, unruly ways of working, even unethical ways of working and some pretty key ‘WEAKNESSES’ may be right in your face. However, I would invite you to think a little deeper around some, let’s say, “lack of enthusiasm”, “commitment & want to succeed” as not being a ‘weakness’ but perhaps a complete incompatibility with culture, style and values and maybe even the organisation they are working for?
Why are we trying to force people to do things in our organisations that they are just not good at doing nor want to?
The Strength Revolution is Nigh!
Recently I was at a networking event where the speaker gave a huge positive insight to how the world was changing and mentioned how those “development” meetings and the word “weaknesses” was being replaced by “Strengths”. Thank you! Joy to my ears! For all those who know me well, you will always hear me speak of “strengths!”
The story above makes my stomach sink. It makes me sad because this is a common story which has restricted talent, skills and innovation, an enjoyment of work and life. What a waste! Perhaps the “me too” campaign should have a different angle of ‘abuse’ listed on its agenda. Its destruction is apparent, and its reflection shines bright, its culture is still existing and should be wiped out.
The energy taken up to focus on ‘weaknesses’ can result in a totally demotivated, stressed and mediocre performance at work. Why fit the square peg into that round hole? Why not look at what skills and strengths the person concerned have to offer and truly bring those out, especially if majority of the time you have seen those being strengths produce successful outcomes in their work? If something is not working, is it the persons fault or the leaders? Is it the organisation for not listening and trusting and for not being openminded at just what the extent of the person working for you and all their strengths could achieve?
If you would like to get re-acquainted with you, your strengths, your achievements, get your confidence back in your career, have your voice heard with respect from colleagues and managers, tell your story and explain with impact and influence why you should be the person for the job, contact me jacqui@gleesonexecutive.com and let’s help you achieve the success you want to be recognised for.