59% of Americans say they would choose a different career if they could do it over again.
Why? People are likely to do their very best – higher engagement and finding meaning in their work – when they have an opportunity to play to their strengths. My hypothesis is that their careers are not aligned with their strengths.
There are many books on the market that create a taxonomy and structure to these identified strengths. In addition to books, there are also individual assessments which help individuals and organizations gain insight to each employee’s strengths. These assessments may be used:
- to enhance a leader’s strategic self-awareness – the understanding of his or her own strengths, weaknesses and behaviors, and how he/she can use those strengths as a foundation for future opportunities.
- to start conversations about the behavioral changes that may help the employee grow in his or her career.
- to help managers tailor jobs and future opportunities to an employee’s strengths (goal setting, align talent with department needs, understand motivation, learning styles, feedback & recognition).
On the flip side, it is also good to know an employee’s “blind spots” (where they are not strong). And then, collectively, the blind spots of your team.
Do you know your employees’ strengths?
