Since one of the keys to engaging leadership is leading by example, do the following reflection exercise first:<\/p>\r\n
<\/p>\r\n
4 avenues for individual reflection<\/h4>\r\n\r\n- When have you been most effective at work? What word(s) would you use to describe yourself when you are most effective?<\/li>\r\n
- Can you remember a significant recognition? Why was this significant? What was said about you, your actions, your being?<\/li>\r\n
- Review your performance appraisals from the past few years – what positive characteristics stand out? What challenges have you overcome, and what have you put in place to overcome them?<\/li>\r\n
- Read your job description – what do you find particularly interesting to do? What are you most competent at?<\/li>\r\n<\/ol>\r\n
This is an essential exercise: knowing and recognizing your own strengths, putting them into action, creating synergy – before using them as a leader with others.<\/p>\r\n
In addition, it is part of the role of leaders<\/a> to recognize the strengths of people at work and to create supportive contexts for their deployment. Whether it’s managing<\/strong> a project, mobilizing<\/strong> people, influencing<\/strong> change, or working effectively<\/strong> to keep a balance in times of crisis, focusing on strengths is an effective way to enhance and empower people to achieve their goals.<\/strong><\/p>\r\n <\/p>\r\n
Name the Strengths. Put Them to Good Use. Acknowledge Them. Repeat!<\/h5>\r\n![\"\"](\"http:\/\/epsi-inc.com\/wp-content\/uploads\/2021\/10\/Integrations-BlogueRessources-8-1024x536.png\")
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The VIA – Values in Action questionnaire was developed following extensive research on the subject, to help identify key strengths. To access the questionnaire, click here<\/a>.<\/p>\r\n![\"\"](\"http:\/\/epsi-inc.com\/wp-content\/uploads\/2021\/10\/Integrations-BlogueRessources-1-1-1024x536.png\")
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<\/p>\r\n
\u00a0<\/div>\r\n<\/p>\r\n
1. Focus on strengths rather than weaknesses<\/h4>\r\n
What ratio of time do you spend noticing and discussing your employees’ strengths versus their weaknesses? How about in relation to yourself?<\/p>\r\n
\r\n- Put more time into assessing and developing people’s strengths<\/a> and skills<\/a> – schedule time regularly to step back and update them.<\/li>\r\n
- Every well-selected<\/a> employee can contribute to success and in doing so, fulfill their potential.<\/li>\r\n
- Identify employees with potential<\/a> \u2013 an individual’s greatest resources are found in what they do best, not what they do poorly. Competencies that draw on our talents and strengths are most effectively developed.<\/li>\r\n<\/ul>\r\n\u00a0<\/div>\r\n
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2. Make assessments<\/h4>\r\n
EPSI can help you conduct these individual<\/a> and organizational assessments.<\/p>\r\n\r\n- What are the expected competencies in the organization – and in the job?<\/li>\r\n
- What talents are in place in the organization \u2013 in the team?<\/li>\r\n
- What are the gaps between the needs and the strengths in place?<\/li>\r\n
- What are the opportunities?<\/li>\r\n
- Do you have leaders around you?<\/li>\r\n<\/ul>\r\n
<\/p>\r\n
\u00a0<\/div>\r\n3. Co-responsibility<\/h4>\r\n
To the extent of people’s abilities:<\/p>\r\n
\r\n- Be interested in and consider the perspective of others<\/li>\r\n
- Allow people to engage in tasks and responsibilities by choice – can you give your employees some flexibility?<\/li>\r\n
- Create synergies\u2013 by sharing, complementing, and recognizing each other’s strengths.<\/li>\r\n
- Accept that different visions can coexist<\/li>\r\n
- Explain the rationale behind decisions – to better understand the WHY<\/li>\r\n<\/ul>\r\n
<\/p>\r\n
\u00a0<\/div>\r\n4. Creating flow<\/h4>\r\n
At the conjuncture of interests and skills is the optimal experience.<\/p>\r\n
\r\n- Create opportunities to experience success in tasks and responsibilities that present an optimal challenge<\/li>\r\n
- Allow everyone to contribute through action or thought to meaningful tasks – any job, any task can be important, even critical to successful organizational performance.<\/li>\r\n
- Beyond jobs, identify roles<\/a> that people find more engaging and satisfying to do.<\/li>\r\n
- Take the pulse<\/a> on a regular basis<\/li>\r\n<\/ul>\r\n
<\/p>\r\n
\u00a0<\/div>\r\n5. Create versatile teams<\/h4>\r\n\r\n- Announce this strategic priority- know why and how<\/li>\r\n
- Value progress \u2013 acknowledge it regularly!<\/li>\r\n
- Reward collaboration<\/li>\r\n
- Measure performance<\/a><\/li>\r\n
- Develop a culture – create habits<\/li>\r\n
- Develop caring and talent-sensitive leaders<\/li>\r\n
- Acknowledge emotions and feelings in the work environment \u2013 create a sense of trust and respect<\/li>\r\n
- Make everyone feel useful – give meaning<\/li>\r\n<\/ul>\r\n
<\/p>\r\n
\u00a0<\/div>\r\n6. Persevere!<\/h4>\r\n
Getting to know yourself and others is a long and challenging process. Changing the culture to optimize the employee experience is also a process that requires patience, leadership, and vision. Connecting to yourself, your environment and your team takes time.<\/p>\r\n
It is when our talents, competencies and strengths come together that actions make sense<\/strong>. They become important<\/strong> to us. This feeling contributes to creating quality motivations for an optimized employee experience.<\/p>\r\n <\/p>\r\n
This is an essential exercise: knowing and recognizing your own strengths, putting them into action, creating synergy – before using them as a leader with others.<\/p>\r\n
In addition, it is part of the role of leaders<\/a> to recognize the strengths of people at work and to create supportive contexts for their deployment. Whether it’s managing<\/strong> a project, mobilizing<\/strong> people, influencing<\/strong> change, or working effectively<\/strong> to keep a balance in times of crisis, focusing on strengths is an effective way to enhance and empower people to achieve their goals.<\/strong><\/p>\r\n <\/p>\r\n The VIA – Values in Action questionnaire was developed following extensive research on the subject, to help identify key strengths. To access the questionnaire, click here<\/a>.<\/p>\r\n <\/p>\r\n <\/p>\r\n What ratio of time do you spend noticing and discussing your employees’ strengths versus their weaknesses? How about in relation to yourself?<\/p>\r\n <\/p>\r\n EPSI can help you conduct these individual<\/a> and organizational assessments.<\/p>\r\n <\/p>\r\n To the extent of people’s abilities:<\/p>\r\n <\/p>\r\n At the conjuncture of interests and skills is the optimal experience.<\/p>\r\n <\/p>\r\n <\/p>\r\n Getting to know yourself and others is a long and challenging process. Changing the culture to optimize the employee experience is also a process that requires patience, leadership, and vision. Connecting to yourself, your environment and your team takes time.<\/p>\r\n It is when our talents, competencies and strengths come together that actions make sense<\/strong>. They become important<\/strong> to us. This feeling contributes to creating quality motivations for an optimized employee experience.<\/p>\r\n <\/p>\r\nName the Strengths. Put Them to Good Use. Acknowledge Them. Repeat!<\/h5>\r\n
<\/h5>\r\n<\/h5>\r\n1. Focus on strengths rather than weaknesses<\/h4>\r\n
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2. Make assessments<\/h4>\r\n
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3. Co-responsibility<\/h4>\r\n
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4. Creating flow<\/h4>\r\n
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5. Create versatile teams<\/h4>\r\n
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6. Persevere!<\/h4>\r\n