Using Strength Finder In Perfomance Improvement Strategy
According to Rath’s strength finder, there are several types of strengths and the employees of an organization can fall under any of them. When the performance of a department is going down, a manager can take advantage of employee strengths to solve the situation. Two of the personalities reviewed in Rath’s strength finder are analytical and realtor (Rath, 2007). These personality types have strengths that can be used in moving a department from low perfomance to high perfomance.
Analytical Employee Approach to Strategy
People with the analytical personality search for the reasons why some things happen and what caused them to happen. They think about all factors that can affect certain situations. Such persons gather data by carrying out research and asking many questions. They work hard to find out the truth and to come up with relevant solutions to any problem. They like the truth and ask questions, which lead their colleagues in a pathway of discovery (Asplund et al, 20007). Sometimes, the questions of an analytical person can sound confrontational but they are just trying to find out the truth. They ensure that the root cause to a problem is found.
In coming up with a strategy for improving the perfomance of a department, an analytical person can be key in assisting the organization to find out the root cause of a problem. The analytical employee will engage other employees and ask questions that will lead them to find out the root cause of why the department’s perfomance has been going down. This will enable the management understand the factors that may be leading to low employee perfomance (Skakoon, 2016). In many cases, low employee perfomance can arise because of factors such as a negative working environment, lack of motivation or employee personal factors. The employee with analytical strengths will approach other employees and do research and find out the root cause of what exactly may be affecting an employee or employees. Once this has been done, the same employee can be used to come up with the relevant solutions that will be able to assist the department until perfomance is improved. Since analytical people like finding solutions and researching, they would be the be perfect people to be used by an organization to research on how perfomance can be improved. This can be done through benchmarking or doing general industry research (Mackie, 2013). Relevant solutions, which suit the company’s situation, will then be employed so that the department’s perfomance is improved.
Relator Employee Approach to Strategy
Those with the relator strength enjoy having close relationships with other people. They are deeply satisfied when they work hard with friends in goal achievement. These people are very inviting and this encourages them to develop a number of positive relationships. They do not discriminate when it comes to age, gender or class while they are forming relationships or creating friendships (Dubner, 2013). It is natural for them to build relationships and encourage others to show their potential. They encourage others to grow and make them feel alive due to their friendship.
The management of the company can use those with relator personalities to encourage other employees through positive relationship building. They can be used as change champions when a certain type of change needs to happened in an organization. In this case, where the department has been performing poorly, the relator will encourage positive relationships. This will be done through team building activities, through which the relator will be able to find out what has been the problem that has been affecting the team and leading to low perfomance (Bozic, Lawthom & Murray, 2017). The relator will be able to influence a positive work environment where employees will freely speak up in case of any issues. Through this, management will be able to detect any underlying problems that can lead affect performance early enough. The relator can also be used by the management in ensuring that whatever positive solutions they want to put in place for perfomance improvement are embraced and implemented by the employees. The relator can encourage employees who feel down about themselves to be positive and this will lead to higher work efficiency. They can also encourage employees to be hard-workers and assist them to focus on their work and on high perfomance.
How to Train and Develop Each Employee
Despite their strengths, the relator and analytical employees also need to be trained and developed. In developing the relator, the management has to make sure that the organization is not too formal and that there is a positive working culture. Relators thrive very well under such environments. The management should however train them to learn to thrive in different environments since not all organizations have similar environments. They should be trained to continue developing positive relationships wherever they go, as this may even lead to change in organizations that may have negative environments (Ippoliti, 2017). They should also be trained to learn to work with everyone since they have a tendency to work better with friends. Through working with everyone and developing positivity, they will motivate the whole department in a positive manner. The management should also train them to give positive feedback and be honest especially with friends. Due to their personality type, they may be afraid of saying the truth especially if it is negative.
The analytical employees can also be further trained and developed by the management. Since they are good at analysis, the management should further train them on areas like finance and marketing which involve data analysis, as they tend to perform excellently in these areas. They should also be trained on employee relations and how to interact in a positive manner. This is because some employees may view them as confrontational hence taking their feedback or intervention in a negative manner (Glauner, 2016). They should therefore be trained on how they can interact well with colleagues despite the fact that they may be looking for deep information.
Overall, employers should try to find the strengths of each of their employees and use this to make them grow. The strength of an employee should be used for their positive development and to influence colleagues in a positive manner. Management should constantly train and develop employees so that different employees are able to use their strengths to interact in a positive manner.
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