Staying Strong at Work

Introduction

To be successful it is important to know what one is good at and take the necessary steps to develop those skills. Research shows that strengths will diminish if they are not constantly being exercised (Clifton and Nelson, 1992). Organizations have to invest time on developing individual’s strengths to ensure that they have the best team aboard; because according to Clifton & Nelson (2010) people need others to develop their strengths (p. 124).

Important Concepts

Establish a Mission

The importance of a mission is that it becomes one’s calling, which motivates individuals to use their strengths to achieve. In the business world the mission is often set by the mission statement. According to Satterlee (2009) a mission statement is a precise statement of purpose. Words should be chosen for their meaning rather than beauty, for clarify over cleverness”.

“The most common objectives for a mission statement are to communicate direction for an organization, to guide decision making, and to motivate staff” (Forbes and Seena, 2006, para. 1). Clifton and Nelson (1992) state that personal mission is rare in society because it is not promoted as much as the corporate mission (p. 106). “Mission must first be personal. Your mission must mean the world to you; when put together with your strengths, it becomes your fuel for achievement” (Clifton and Nelson, 2006, p. 108).

Claim your mission

Claiming a mission is an important step because it requires individuals to put their strengths to practice to fulfill the mission. Claiming the missions adds purpose to life and meaning to what one does (Clifton & Nelson, 2010). Strengths are driven by missions and they feed missions (Clifton & Nelson, 1992, p. 113). Leaders who develop a mission statement will have a focus. Studies of healthcare leaders support this theory by stating that “adopting the mission of leading a healthcare organization that serve patients with quality care is the driving force” (Squazzo, 2007).

Managing Relationships; building strengths

Clifton and Nelson (1992) define relationships “as the process of investing in another person by doing things for that person’s own good without consideration of self-reward” (p. 124). It is beneficial to think of the other person’s strengths because doing so will enhance relationships. Clifton & Nelson (1992) discuss the importance of building relationships because these help us to define who we are and what we can become (p. 131). Furthermore it enriches ones life and it provides expansion of one’s strengths through others. Research shows that, “being effective as a manager requires you to be good at managing business relationships” (Carol, 2001, para. 2).

Application

As stated by Satterlee (2009) Human Resource Departments are responsible for guiding the leadership of an organization (p. 200). Finding individuals that have established a mission is beneficial for the organization because these individuals have a purpose. Furthermore, these types of individuals make great inspirational managers that get the best out of people and encourage the development of strengths (Hanson, 2009). Managers need to focus the energy on the strengths of everyone and this will provide balance that complements everyone in the organization (Hanson, 2009). Studies showed that employees who perceived their manager cared about them developed better work habits, which caused greater customer reviews (Clifton and Nelson, 2009).

Conclusion

Organizational Management relies on a strong and solid team to operate and achieve its mission. Often mission is related to the corporate structure, however, the importance of focusing on personal mission was greatly emphasized by Clifton and Nelson. Therefore, the concepts discussed are useful tools that can be used to form an effective organization that provides quality services to others. Overall a good leader wants the best talent on their side and this can be done by applying the concepts provided by Clifton & Nelson.

References

Carol, M. S. (2001). Managing strategic relationships: The key to business success. The Academy of Management Executive,15(2), 136-138.

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

Forbes, D. J., & Seena, S. (2006). The value of a mission statement in an association of not-for-profit hospitals. International Journal of Health Care Quality Assurance, 19(5), 409-419. doi: http://dx.doi.org/10.1108/09526860610680058

Hanson, H. (2009). Encourage staff to develop strengths Job Coach. Hong Kong: South China Morning Post

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

Squazzo, J.D. (2008). Becoming a Leader in the C-Suite: How to Develop the Necessary Skills, Healthcare Executive, 16-22.