They found three key things in the research. These are, first, investing in strengths, second, surrounding themselves with the right people while maximizing their team and third, understanding their followers’ needs.
First when a leader focuses on the strengths of the employees the odds of the employee being engaged will increase dramatically. This compares to chapter one of our text book in that it says an effective leader is one who helps group members attain productivity. The second key is that the most effective leaders surround themselves with the right people and maximize their team. The book suggest when leaders try to be good at everything they will not be great at anything. Although it is often preached to be well-rounded this results in mediocrity. So instead trying to be good at everything, find and know your strengths and hone those skills to be a more effective leader. The authors say there are four domains of leadership with thirty-four themes that break-down under the domains and these explain the actual strengths of the leader. The domains are executing, influencing, relationship building and strategic thinking. In our text book all but influencing are listed as one of the ten roles of leadership. ...
... middle of paper ...
...ll hope into employees. When hope is absent employees lose confidence, they become disengaged and feel helpless. When a leader can instill hope, especially during difficult times, it gives the followers something to look forward to and to see a way through chaos.
The most effective leaders know better than to try to be someone they are not. They should always be searching for opportunities to reinvest in their strengths. Leaders need to stay true to who they are and make sure they have the right people around them. The book says those who surround themselves with similar personalities are at a disadvantage to those who are secure enough to be surrounded by people who strengths will compliment theirs.
Although some of the wording is different a lot of what it is in our textbook was found to be true from what was reported in the Strengths Based Leadership book.
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