Know your teams’ strengths and play to them
For example, if one of your team is great at thinking outside the box and being creative then you don’t ask them to do data gathering and analysis.
Likewise, if you have a space in your team you should define the skill sets your team might be struggling with and positively go out and look for a candidate to fill these skill gaps in your team.
Please don’t do a bums on seats approach and hope that anyone can learn anything… there is a reason we are all built differently!
As a manager your job is not to teach people talent. Your job is to help them earn the acolade’talented’ by matching their talent to the role. – First, Break All the Rules by Markus Buckingham and Curt Coffmann
A tool I like for understanding someones strengths is the Clifton Strength finder from Gallup. Gallup also provide a substantial amount of material to support leaders on discovering their own unique strengths and how you can support a team in discovering their strengths.
