Knowing Your Strengths

When a person discovers their strengths, it is one of the most valuable possessions they will find in life (Clifton and Nelson, 1992). Strength is defined as “a pattern of behavior, thoughts, and feeling the produce a high degree of satisfaction and pride; generate both psychic and/or financial reward; and presents measurable progress toward excellence” (Clifton and Nelson, 1992, p. 42). Weaknesses lessens production and lowers the individual’s self-esteem (Clifton and Nelson, 1992). The goal of this paper will be to examine strength traits, how to identify weaknesses, and how to manage weaknesses.

Major Concepts

Strength Traits

Clifton and Nelson (1992) list five traits to assist the reader in determining if they possess a particular strength. One trait, rapid learning, is present when the individual feels like they have always known how to perform a specific task. (Clifton and Nelson, 1992, p. 49). Clifton and Nelson (1992) stated that strengths were identified when initial rapid learning took place, followed by continued lifetime learning. Rapid learners have a tendency to jump right in to a task, avoiding long training sessions (Clifton and Nelson, 1992).

Weakness Identification

Clifton and Nelson (1992) listed eight ways to identify individual weaknesses. One characteristic identified occurred when the individual developed defensiveness about how they performed. Individuals tend to make statements about their age, lack of education, upbringing, and fairness to compensate for a poor performance. (Clifton and Nelson, 1992) “Individuals who are functioning in their area of strength show little or no defensive behavior” (Clifton and Nelson, 1992, p. 77)

Weakness Management

“Standard North American management culture is not focused on managing strengths but rather on improving weaknesses” (Isbell & Lee, 2006, para. 18). Clifton and Nelson opposed traditional culture and proposed five steps to manage weaknesses. The sloughing step encouraged the individual to give up tasks and relationships that were unsuccessful (Clifton and Nelson, 1992). Another step that was purposed was subcontracting. Subcontracting is delegation to another individual who possesses a strength in a needed area (Clifton and Nelson, 1992). The steps of weakness management are designed to free the individual from worry and guilt associated with trying to improve weaknesses (Clifton and Nelson, 1992).

Concept Application

Organizational Management and Leadership Application

Satterlee (2009) showed that managerial skills are broken down into three broad areas. Technical skills, and conceptual skills are closely linked to the individual’s level of management, while human skills are required for all levels of management. Lower level managers would possess more technical skills while the top level manager would possess conceptual skills (Satterlee, 2009). Research states, “Most estimates of effective training suggest that individuals can improve their skills by only a small margin” (Howard, 2008, para. 21). This statement suggest only so much growth can occur, and an individual’s management level should be based on technical skills, human skills, or conceptual skills.

Conclusion

Clifton and Nelson (1992) show there are appropriate steps that employees can take to focus on strengths and manage weaknesses. Proper recognition requires honestly and humility on the part of the individual. The individual must also realize that their management level in an organization may depend on what strengths they possess.

References

Clifton, D. O., & Nelson, P. (1992). Soar with your strengths, a simple yet revolutionary philosophy of business and management. New York, NY: Dell Publishing.

Howard, P. S. (2008). Total quality management now applies to managing talent. The Journal for Quality and Participation,31(2), 15-18,39-40.

Isbell, M., & Lee, A. (2006). Charlotte-mecklenburg successfully integrates field operations by managing individual and organizational strengths. American Water Works Association.Journal, 98(9), 85-90,10.

Satterlee, Anita. (2009). Organizational Management and Leadership: A Christian Perspective. Roanoke, VA: Synergistics, Inc.