Personal strengths and weaknesses determine how an individual will perform in their careers and lives. Clifton and Nelson (2010), defines strengths as “things that one does well” (p. 42). Strengths are traits of a person’s performance or views that result in personal gratification and reward. Effective leaders should strive to develop their personal strengths. Strengths can be drawn from things that an individual currently excels at or those from the past. Weaknesses on the other hand, are things that result in lessened productivity. Good leaders are able to identify both strengths and weaknesses and utilize them to become more effective at their profession (Clifton & Nelson, 2010). According Hodges and Clifton (2004) “it’s best to focus on strengths rather than on weaknesses and changing the therapeutic paradigm to focus on helping others to excel in a few areas rather than becoming average in many” (p. 258). Understanding ones strengths and weaknesses can be stressful. However, strength comes from honesty, meaning it is important to identify your weakness. Again, it is important to know where your strength lies and how capable and competent you are. Pursuing strength The practice of identifying and playing to a personal strength is not pursued in today’s society. This is mostly because the pursuit of one’s personal strengths can be surprisingly difficult. Our society as a whole spends the majority of its time focusing on ridding itself of its perceived weaknesses. Most people with a talent or strong skill sets generally do not live an exciting, productive or rewarding life because their time is spent developing a weakness rather than building up their strengths. West (2005) believes that the desire to constantly improve oneself... ... middle of paper ... ...com/content/148691/making-strengths-based-development-work.aspx Clifton, D. O., & Nelson, P. (2010). Soar with your strengths: A simple yet revolutionary philosophy of business and management. New York, NY: Bantam Books. Hodges, T., & Clifton, D. (2004). Strengths-based development in practice. In P Linley & S. Joseph (Eds.). Positive practice in psychology (pp. 256-268). Hoboken, NJ: Wiley. Satterlee, A. (2009). Organizational Management and Leadership: A Christian Perspective. Roanoke, VA: Synergistics International Inc. West, W. D. (2005). Should you concentrate on strengths or weaknesses? Optometric Management, 40(5), Retrieved from http://search.proquest.com.ezproxy.liberty.edu:2048/docview/204684374 Zenger, J. (2009). Strengths or weaknesses? Leadership Excellence, 26(5), 14-15. Retrieved from http://search.proquest.com/docview/204625759?accountid=12085
Weick, A., Rapp, C., Sullivan, W.P. and Kisthardt, W. (1989). A strengths perspective for social work practice. Social Work, 34(4), 350-354.
I believe that everyone has their own strength and weaknesses, but not everyone is able to figure out their strengths and weaknesses correctly. Knowing our own strengths and weaknesses is essential because it can help to achieve success in anything we choose to do. For me, my weakness is the time management, communication skills and weak in preparing effective Curriculum Vitae (CV) Below will be further explaining all my personal weaknesses and the ways to overcome it.
According to author Tom Rath, the key to success is to be able to support your strengths while in the workplace and not focus so much on trying to fix your weaknesses. Strengths Finder 2.0 is assessment that argues the answer to human development is structured on what people are. After completing strength finders 2.0 online assessment you will be presented with your strengths discovery and planner guide which are formed off of your results. I myself have participated in the strength finders 2.0 assessment. The test itself was a bit entertaining because I was asked questions that I never really thought about. Mt five themes that were listed in my results was relator, focus, belief, harmony, and discipline.
Leaders don’t have the availability and expertise to know all much less do all in the business world. Knowing one’s own strengths and weaknesses is beneficial to become an effective leader. This understanding allows a superior to know, when they can effectively deal with a situation or when one of their colleagues or subordinates would be better suited to handle the situation. Moreover, this information allows for the boss’ own personal growth and mentorship of others.
However, in some ways the approach seems that it neglects important components in how children can learn from their mistakes. The synonyms for strength are courage, power, stability and main force, it is these words that help provide children with the ability to move forward. Using the Strengths Approach can in some ways help children to see past their weaknesses and strive to develop on their strengths but in order to find your strengths you must test out and find the gap between them. “Simply focusing on people’s strengths is not enough to liberate people from oppressive realities” (McCashen, 2005, p. 2). The approach hides the ability to sort out the weakness and “not able to give a complete picture of a child” (DEECD, 2012, p. 8) therefore the approach is designed to neglect the areas in need of further
The idea of what makes an individual a good leader; a manager or a worker is generally based on what are his/her perceived strengths. In Clifton and Nelson (2010) book “Soar With Your Strengths”, the reader is encouraged to focus on their strengths rather than their weakness to excel in school, in business, or in the workplace (p.19). In an organizational leadership role, management must understand the strengths and weakness of their subordinates. Successful organizations identify and improve upon their strengths. Simultaneously, effective leadership also acknowledges the existence of weakness while effectively isolating it. More often than not, unsuccessful organizations fail to achieve success because they focus on their faults rather than their strong suits.
Linley, P.A. & Harrington, S. (2006). Strengths coaching: A potential-guided approach to coaching psychology. International Coaching Psychology Review, 1 (1), 37 – 46
Positive psychology refers to strengths as positive qualities we each have as individuals. There are a few base principles to remember when working on strengths. It is important to value and develop individual talents, maintain healthy relationships, reflect on successes, practice, and teach others. It is important to focus on strengths and manage weaknesses. Our schools of today need to find ways to promote students into using their individual strengths. In classrooms individual talents should be valued and developed. For instance, one student in a class may be very strategic who is able to see patterns and issues within a project. This same class may also have someone analytical who likes to search for reasons as causes. A teacher who was taught to look for and recognize these strengths could draw on the strategic thinker to share with the class the patterns and issues they see ...
Identifying and understanding your own personal strengths is key to being a successful leader. Knowing your strengths means you can focus your efforts to maximize results, in yourself and in others. Strengths Finder 2.0 is designed to uncover your strengths and utilize these strengths to your advantage (Rath, 2007). Identifying and applying these strengths to your leadership style, will enhance your effectiveness as a transformational leader.
Paul declares in 1st Corinthians that to each of God’s children a spiritual gift has been given. Over the years of my walk with the Lord I have concluded that I possess the noticeable gift of speaking in tongues and perhaps the gift of discerning spirits. As we have been learning about our proclivities towards certain strengths, I have been thinking about different ways mine are useful in and for the Church. Analytical is in my top 5 and it greatly assists my ability to learn and discern during the teaching of the Word. As Gallup puts it on their website, I have a “prove it” mentality. Therefore, habitually, I scrutinize everything the speaker says and cross-reference it against my bank of theological knowledge. However, I realize that I
I’ve learned that it’s better to think out of the box than always stick to the same routine. You can compete in an ever-changing marketplace if you’re always doing the exact same thing. Sometimes you have to let go of what’s not working instead of trying to fix it, as not everything and everyone are fixable. More importantly this case study affirmed that staying true to what you believe in, allowing your natural abilities to shine, and caring about the overall welfare of all parties involved are at the core of being a great
Being able to know individual strengths and weaknesses is so crucial in our lives other than our careers. It is not only the positivity 's that matters, the negativities are very crucial too because they make us work harder to improving and getting better in what we do by helping us to achieve our goals after going through all those experiences. I have rated myself as a nurse by using the nurse manager inventory tool and saw a lot of competences on my experiences/skills. I also rated my strength and weaknesses. "According to Merriam-Webster 's collegiate(R) dictionary, Strength is defined as the quality or state of being strong" (Strength. 2012). "Weaknesses is defined as lack of strength" (Weakness. 1997). "Self-Understanding helps individual in his or her recognition of weaknesses assisting the person to overcoming any shortcomings in the nursing field" (Carson, 2005). To be a good leader, you must be empowered with the Knowledge on strengths and weaknesses. "Personal accountability hold us responsible for the work that we do followed by the quality of their actions by others (Basset, 2005). With this paper, I will be able to write after rating myself on strengths and weaknesses in connection to personal and professional accountability, career planning, personal journey discipline, and reflective practice reference /tenets. Again, I am going to discuss on how to use current leadership skill to advocate for change at workplace. Finally, I am going to recognize and implementation plan on achieving personal goal on leadership growth.
Personal skills are very much important to achieve the strategic goals of the organization. Actually Personal skills are those which are concerned with how people manage and express themselves. Some of the personal skills an individual learns in his early age by his parents and his community like how to talk to others? And some skills he needs to learn for his career like word typing speed per minute. Whatever kind of a personal skill is a person develops it with passage of time, however some persons have ability to learn these skills more quickly.A person, who wants to be successful in life, keeps on developing personal skills as George Bernard Shaw
I believe that life is a learning experience and being able to recognize our own strengths and weaknesses can help us become better individuals in anything we choose to do, whether it is positive abilities and skills that can help achieve our goals or negative personal areas that need improvement. Knowing yourself and what you can do, can help you recognize and overcome your weaknesses.
Weick, A., Rapp, C., Sullivan, W., & Kisthardt, W. (1989). A Strengths Perspective for Social Work Practice. Social Work, 34(4), 350-354.