70% of the variance in team engagement is determined solely by the manager.

 

To build a strengths-based team, start with the leader and more specifically, the manager!

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Managers face many pressures, demands and challenges in the workplace today. The manager has perhaps the single most important role in any organization. The manager sets the tone for the work environment and provides clear expectations for the team. The manager should know, trust and invest in each team member to provide good customer service, work diligently, and collaborate with others to achieve the team’s and organization’s performance objectives.

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Without a good relationship with their manager, it is difficult for employees to reach their full potential and perform at the highest level. The manager’s role is to help each team member use their talents to improve performance and focus on the organization’s goals and customers’ needs.

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To succeed, managers must bring team members together in collaboration, provide clear direction, put effective measures in place and accept responsibility for maximizing each employee’s full potential. Strengths-based managers help employees discover, develop and use their unique talents for higher team engagement and productivity.

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High-Performance Managers Develop Strengths

What differentiates great managers from good managers?
How do great managers inspire their employees to perform at their best every day?
How do great managers unite diverse personalities to work together?

 

From its extensive research, Gallup has found that great managers have less in common than people might think. They have different styles of motivating and directing employees and building relationships. But within all of these variations, Gallup discovered a common strengths-based approach to management that supports all managers in building and leading high-performance teams.

 

Strengths-Based High-performance managers:

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• believe that a person’s talents are their best opportunity for success

• are mindful of their own talents and assume responsibility for developing them

• understand and appreciate their employees’ talents and strengths and use this information to set up each person for success

 

Engagement-Focused High-performance managers:

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• authentically care about each person on their team and help each employee grow within their role

• build a team culture of collaboration and partnership

• focus on the engagement of their employees and team and put systems in place to ensure that they meet employees’ workplace needs

 

Performance-Oriented High-performance managers:

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• set clear performance goals and expectations

• measure the right outcomes

• provide feedback and direction that help their employees and teams make the right decisions and act

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“Experience has taught us that there are no short cuts to success.  Yet there are ways to create the illusion of a short cut – tools and resources that can help you to accelerate your growth, so that you achieve your goals and realize your dreams in far less time than you ever could have on your own.  And perhaps the single most effective success-accelerator of all is coaching. A coach helps breathe life and action into your intentions, transforming them into concrete goals and then providing you with the information and motivation you need to turn those goals into reality.

 

The power of coaching lies in the fact that it provides you with the most critical ingredients for extraordinary, consistent success: ongoing support, detailed action plans, constructive feedback, and most importantly, personal accountability.  When you know that you have to regularly report on the actions you’ve taken to achieve your goals – to a person who is going to give you unbiased and constructive criticism and unwavering encouragement all the way to the finish line –your commitment, enthusiasm, and  belief in your abilities increases exponentially.  You become an unstoppable force for personal achievement. “  Bob Proctor

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For this reason, each manager's leadership journey is unique and will be molded and directed by their own strengths profile. Leadership Coaching is aimed at assisting the manager through the journey of knowing, integrating and applying their own strengths whilst understanding, using and intentionally aiming the strengths of each team member. 

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This can be a daunting process and the coaching sessions will:

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• create clarity and direction

• build the leadership strengths frameworks

• help managers understand how to apply and lead from their own strengths lens

• manage the team with each person's uniqueness in mind

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The tailormade Coaching Journey can run over a minimum period of 4 months to a year. 

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