Describe A Decision-Making Process For Employees With Two Different Strengths And Weaknesses

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.

I have developed mental, physical, and emotional strengths not only from my personal experiences, but also from observing Russ work through his. I feel my positive attitude is easily maintained because I constantly appreciate every ability I possess, both physical and mental. Russ reminds me to be thankful of my natural gifts as he struggles to develop. Remaining a humble, not boastful person is very important to me. I measure my success through the results of meeting

The reason behind this is that people have a higher level of confidence and their self-assurance increases when they know their strengths. Also, people are more likely to succeed in their work and feel happier to do their job, when they use their best strengths in an efficient way.

Other strengths that I exhibit include being structured, responsible, articulate, task-oriented, determined, confident, effective planner, visionary, and possessing the ability to manage resources effectively. Being structured allows me to set parameters that we can all work within to achieve the overall company goals. Structure builds bonds and a sense of cohesiveness in the workplace. This type of unity will be necessary for the success of the organization. We can all work towards common goals if clear goals are outlined for everyone. The other strengths will all work together as well.

* Set developmental goals with each employee. These goals focus on building the employee’s expertise, skills, and abilities. The idea is to make strengths even stronger, as well as to develop the areas in which the employee’s knowledge and skills are deficient. As you provide your team members with these developmental goals and support them to attain them you will be building the company’s future and displaying to your team that you are there to support and develop their career.

Which Strengths Finder talents would you focus personal development activities on if you would pursue a management position or improve in your management current position?

Identify developmental needs of each employee will help provide opportunities for training and encourage good performance it also strengthens job-rated skills, and will help employees to keep up with changes in the workplace. When managers start focusing on developing their employees performance employees are able to adapt to different kinds of situations. This will help ensure the survival, well-being, and goal achievement of both the employee and the organization.

For many of us, self-improvement has taken on a central role in our lives. Part of the thought behind how we want to live our lives includes looking at the habits and lifestyles of people who have the same kind of values that we want to meet. Employers may also prefer to hire people who will take initiative to grow and develop their skills in years to come. Development involves reviewing and determining the various attributes of an individual as well as the opportunities available for development. In order to enhance the full development of a person, there are certain activities that can be completed toward efficient development. Whether development is to better yourself, better yourself in your current position or get a new position, there are many things to be considered. First you should think about the skills and knowledge required for development based on your professional goal. In some cases you may need to think about a desired position and technological requirements. The requirements specific to your goal will help lead you in the direction that is proper to reach your professional development goals.

Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies.

Strategic is being able to create an alternative way to do things. Also, finding the best path, or way to do things.

3. See ahead of today; identify and anticipate upcoming problems or opportunities. A majority of our time is sucked into immediate priorities and demands. Strategic people lift out of the weeds (even if it's every once in awhile) and peer into the future. They think about a) what's coming down the road, b) the issues and opportunities that aren't obvious now, but may pop up later and c) short-term and long-term consequences for taking one approach versus another.

Dr. Copeland says again I do not known exact definition of it but, strategic thinking means that we are aware about what is needed for job position and working on plans for success of organization is acting. It is like always thinking on new ideas and creating new plans. He provided simple example of strategic thinking, acting, and influencing. When we started working on new radiology branch at Granger location. At the same time I was working on challenges, how to get the more revenue from Granger location radiology and laboratory services. Hence, we started advertising about our new services. We asked our own employees to work hard to bring more patients at new location. We also asked other

Use Strengths – Think about when you are the most joyful at work, the most locked in. It is likely that you are the most joyful when the undertakings that you are taking a shot at are utilizing your qualities. Challenge Growth – We regularly don't see our maximum capacity until somebody moves us to go up against an extend task or an uncommon venture that moves us outside of our customary range of

Last practices to improve would be Real world practice. This skill work with capabilities because as a coach it allows the person to provide their goal and plan for the company when it comes to growth. As a manager when you are provided with this information this is your opportunity to jump on board and help them reach that goal. You can do this by “help them find or create opportunities that stretch their capabilities” (Smithers & London, 2009). One prime example to do this is by calling them out on the spot to help someone or ask them the answer to the question.

Describe a decision-making process for employees with two different strengths. Determine how the process might be approached differently for each employee to produce the best results. Use scenarios to convey your idea.