Great managers recognize that those who are different from them may have different strengths rather than incompetencies. They leverage these diverse strengths for high team performance. Specifically, managers should identify individual strengths, focus on developing them, and build strength-based teams from selection and opportunities. There is a need for managers to shift from trying to fix weaknesses to amplifying existing talents.

1. Great Managers understand that those who are unlike them
are not to be labeled incompetent.
They possess different strengths which should
be tapped in for team performance
Krishnan Unni ; MBTI & Strength Strategist
Helping people become powerful, worthful & fulfilled version of themselves
Yes, I belong here ! Carving a Strengths-Path.
Posted on February 12, 2013by Krishnan Unni .
linkedin.com/in/krishnanunnips @pskrishnanunni

2. Courtsey: http://simplerwork.blogspot.com/2012/12/2013-year-of-banishing-barriers.html#!/2012/12/2013-year-of-banishing-barriers.html

3. A person can perform only from strength.
One cannot build performance on weaknesses, let alone
on something one cannot do at all.
Throughout history, people had little need to know their
strengths.
A person was born into a position and a line of work: The
peasant’s son would also be a peasant; the artisan’s
daughter, an artisan’s wife; and so on. But now people
Source: have choices.
Harvard Business Review
Article We need to know our strengths in order to know where
Managing Oneself (HBR we belong .
Classic) by Peter F. Drucker
Source: Harvard Business
Review
http://hbr.org/2005/01/mana
ging-oneself/ar/1

4. Source: http://www.imd.org/news/Secrets-of-success-from-Usain-Bolt.cfm

5. Usain Bolt explained how
he
focused on his strengths
rather than his weaknesses,
especially in the 100 meters
where
the start is normally seen as crucial.
Image courtesy : http://www.iaaf.org/news/news/bolt-six-other-beijing-olympic-champions-and

6. “I was always a bad starter. I’m still not great,” he
said, to laughter from the audience. “My coach
Glen Mills told me the last 50 meters is the best
part of my race, so I should just concentrate on
getting to top speed.”
Secrets of success from Usain Bolt
http://www.imd.org/news/Secrets-of-success-from-Usain-Bolt.cfm

7. A number of experts contributed to
such thinking

8. Strength Ideas …
Flow by Mihaly Csikszentmihalyi
Soar With Your Strengths by Don Clifton
Martin Seligman reinforced the idea through positive psychology in books such as Authentic Happiness and Flourish.
Marcus Buckingham & Curt Coffman wrote what great managers do differently in their book First Break all the rules.

9. “ You need to improve your communication skills –
Find one and get trained” says a manager.

10. Training
may yield improvement in areas of weaknesses
But
it may yield better results
if the same effort is spend on developing the natural
talents.
Imagine you send a good communicator for
sharpening his skills and knowledge in
communication, yes the magic happens!
“Give me a lever long enough and a place to stand and I will move the entire earth." Archimedes.

11. Today you see finding fault
and pointing weaknesses at
all levels .

12. Someone who is
highly organized and structured (as per Judging
type of MBTI)
can easily notice that
another person is disorganized.
They may completely overlook his or her
natural strengths.

13. Someone who is an extrovert (as per Dr.Jung’s
personality type)
may find
an introvert
to be
incompetent.

14. Great Managers understand that
those who are unlike them are not
to be labeled incompetent.
They possess different strengths
which should
be tapped in for
team performance.

15. Managers should be trained to identify, focus and
build on strengths.( This is what coach Glen Mills did for Bolt).
This helps managers to build strength based teams
right from selection and provide opportunities for
individuals to become a fulfilled version of
themselves.

16. There is a need for a paradigm shift in the mindset of
managers to move the needle
from trying to improve the weaknesses
to
accelerating and multiplying strengths.

17. In talent/strengths development ?
Are you a Talent Champion?

18. Strivers Talent Champions
42% 19%
Committed but ineffective Committed and effective
LOW COMMITMENT TO TALENT MANAGEMENT HIGH Strivers believe in the importance of talent Employee effort levels are 25%
management but lack effectiveness at greater than average.
critical talent management activities. 6% of employees are at risk of
turnover.
Distribution of Business leaders
Business unit profit is 6% greater
than average.
Business unit revenue is 7% greater
than average.
Talent Rejectors The Half-Hearted
31% 8%
Neither Committed nor Effective Effective but Not Committed
• Employee effort levels are 20% lower than The Half-Hearted are not convinced that
average. talent management solves business
• 32% of employees are at risk of turnover. challenges, but they are effective at critical
• Business unit profit is 6% lower than talent management activities.
average.
• Business unit revenue is 7% less than
average.
LOW EFFECTIVENESS AT TALENT MANAGEMENT HIGH
Source: Research. Talent management effectiveness survey . Corporate leadership council:.

19. Take the next step to carve a Strengths- Path
Click on the heading below to read the article online:
Yes, I belong here ! Carving a Strengths-Path.
Posted on February 12, 2013by Krishnan Unni .
References:
• Classic Drucker: Essential Wisdom of Peter Drucker from the Pages of Harvard Business Review. Managing oneself :
http://hbr.org/2005/01/managing-oneself/ar/1
• Secrets of success from Usain Bolt http://www.imd.org/news/Secrets-of-success-from-Usain-Bolt.cfm
• MBTI® Basics http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/
Books:
• First Break al the rules by Marcus Buckingham and Curt Coffman
• Now Discover your strengths by Marcus Buckingham
• Strength Finder By Tom Rath
• Go Put Your strengths to work By Marcus Buckingham
Images used in this presentation; Image courtesy: ultimategerardm.blogspot.com , the strength foundation.org, amazon.com, 317am.net , tmbc.com,
indianashrm.org,teekhapan.wordpress.com,varatech.com, the dayintech.wordpress.com,
askanorganizer.files.wordpress.com,rlv.zcache.com,mindmill.co.uk,sas-origin.onstreammedia.com, tnmediasolutions.com, 1.bp.blogspot.com