Good leaders understand that each person has both strengths and weaknesses. Some people like to think that they have no weaknesses, but I would tend to question this self-evaluation. 

Knowing what the strengths and weaknesses are of other people who we work and play with is the first step along the path of accepting and celebrating the differences found in others. It is also the the first step to take as a leader in determining how best to draw the strengths from people in your team.

For example, the strengths in one individual may be that they:

  • have a remarkably technical/ analytical mind
  • can resolve complex problems with relative ease
  • are highly organised 
  • are structured and methodical in their thinking
  • have an eye for detail
  • can work autonomously well, and seldom have to approach others to resolve their queries

Yet their weaknesses may be that they:

  • don’t communicate freely/ openly with others
  • don’t actively seek the company and interaction of others, so they tend to sit on the outer of the “team circle” most of the time
  • don’t make themselves available to help other people as/ when help is asked of them

 

So, if I was leading this person, I would play to their strengths by:

  • setting work for them in the format of a written prescription, and let them run with it 
  • refraining from looking over their shoulder to understand what progress they’re making towards achieving the work that I had set for them
  • praising them in relation to the work that they have produced when it aligns well to the work brief that I gave them – to keep building their confidence and self-belief
  • …and then I would do this…

…I would ask them to present (face-to-face) key facets of their work to relevant colleagues despite their discomfort in wanting to do so. This activity will help the person come out of their shell and see that they have nothing to fear by sharing their ideas (and selves) with their colleagues. And that it is O.K. to have their ideas/ perspectives challenged.

So certainly engage others who you are responsible for leading according to their strengths (aptitude – natural talents), but also help them to extend themselves…to address their weaknesses…to even resolve their weaknesses and transform them into strengths.