Every employee has their own unique strengths. Rather than focus on weaknesses the strengths based approach focuses on strengths (Sorenson, 2014). For example Employee A strength is communication therefore Employee A is a Communicator. Whereas Employee B strength is activation therefore Employee B is an Activator. Communicators are naturally expressive, great at conveying ideas and are very creative (Sorenson, 2014). They are competitive and research data before making decisions. Communicators have a data driven approach to decision making. Communicators are driven naturally by their need to outperform others.
Whereas, Activators are naturally driven by their instincts to take risks. Activators tend to make premature decisions that may not be well thought-out (Sorenson, 2014). They act on intuition and it can sometimes cause them to make bad decisions or choices, which can ultimately be costly for a company (Sorenson, 2014). For example, a 60 year old family owned company where they have been producing pies from the same recipe and the company has a strong presence of activators. After a brainstorming session to incre...
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...f its workforce. The company partner together a Communicator alongside an Activator. This partnership is a great formula for a well-balanced team. Communicator whose strengths are communication can convey to the company’s employees about the future changes that will take place in the company. The Communicator will be sensitive towards the employee’s feelings whereas, the Activator will not. Communication is not one of an Activator’s strength. To lessen the blow of the news the Activator can use their strength to start the downsizing process and leave the Communication tasks for the appropriate individual the Communicator.
The role of decision making is not an easy one. Certain situations necessitate different approaches. By applying the strengths based approach a manager can recognize and develop employee’s strengths to develop a more effective and engaged employee.
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