Make The Time

Most of my articles relate to organisational behaviour, in one form or another, because everything we do in our organisations and teams has the element of behaviour.

Some time ago I saw a picture on LinkedIn stating, ‘You hired them for their strengths.  Why focus on their weaknesses?’

I could go down a number of tracks with this statement.  Firstly, yes, we should be hiring people for their strengths.  We should also ensure we are utilising them.  We shouldn’t be spending all our time focusing on their weaknesses but weaknesses need to be acknowledged and worked on with a focus to improving.

However, I don’t think that is the intent of the statement.  The statement leans more towards recognising we hire people for their strengths then, in the ‘heat of battle’ (work, that is), we spend our time focussing on what our employees/direct reports do wrong.  Sure, sometimes they are doing something wrong.  But is it all on them?

It takes two to make or break any type of relationship.  It is possible, we, as employers or managers, have trouble letting go and do not let our employees’ just ‘do’ what they are good at.  It can be a sense of control and wanting to make sure everything is done properly.  It is understandable we want things to be done properly but at what cost and is there an easier or another way?

In your interactions how do you think you may be being perceived by your employees?  Does the word critical come to mind?  If your employees can’t do anything right, in your eyes, is it possible they feel that?  If they are having to ask you for direction all the time, is it possible they are unsure of what to do because their confidence is shot and the goal posts change all the time?

You may have seen me write previously, you need to achieve through your teams.  If you take the time to understand your team members and create positive relationships, you are on your way.  Your team members will disclose to you easily, they will do what it takes for the business and team to succeed and there will be trust between you.

To create this outcome, you must let go and allow your team members to utilise their strengths for the benefit of the team.  You must also continue to make the time to invest in your relationships with your team members.

I can hear you saying, ‘I don’t have time for that’.  If you knew for sure it was the difference between achieving success or not, would you make the time?

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