Based on the results of the assessment, I can be described as a strategist, relator, achiever, focused, and futuristic person. The activity based on strengths turns out to be the most effective, respectively, and the person’s achievements are maximum. By knowing which strategies help me achieve the best results and where it is especially evident, I can develop faster. This knowledge also helps me in the very choice of the direction of activity. That is, knowing that, according to my personality type, I should engage in technology and innovation, I will sooner find for myself a kind of activity in which my unique talents will be revealed brighter. When people rely on strengths, they feel satisfaction and fulfillment, a surge of power, as well as self-confidence and security. Many spend most of their productive time at work. Therefore, feeling satisfied at work can affect how comfortable people are in their lives in general.
Building a career based on strengths involves answering several questions. In particular, it is necessary to identify whether there are talents and how to develop them. In my opinion, increasing one’s value as part of a team is possible by focusing on what one does best. People also need to declare to the team that they can solve emerging problems and express themselves as leaders. In this case, regular work on one’s own mistakes and self-improvement are essential.
My strategic skills allow me to calculate the possible variants of events needed in team management in advance. I can predict at what stage of the project my employees will have difficulties and prevent this in advance. My focus on the future also helps me in this: I always think about the potential challenges that may await my team. In addition, I do not just set goals but make sure that they are met accurately and on time; this is my achievable nature. I have no illusions about the challenges I face, and I also do not overestimate the skills of the people I work with. At the same time, I follow a pre-drawn-up action plan in a focused and directed manner, retreating from it only in case of objective necessity.
Once, when I was working in a small company, the management announced that a software update was planned. Many employees took the news negatively, as they worried that they would not cope with the new equipment. However, having shown my leadership qualities and passion for technical innovation, I headed a mini-project on employee adaptation, which was entrusted to me by the leaders of the company themselves. I enjoy testing software that my company is starting to use. I found a problem with the project management and progress tracking program being rolled out. In addition, I trained employees on how the new program works, thereby making their work life easier.
Leadership is a key tool for effective team administration. Moreover, it is a specific method of managerial influence based on a combination of power, organizational interests, and people’s motivation to achieve common goals. Leading a team is critical to its effectiveness. The success of team leadership depends on several factors:
- The leader’s personality and its preferred style;
- The maturity of the team members and their awareness of the upcoming project;
- The importance and urgency of the management task.
Performance improvement occurs when managers actively interest the team’s ability to perform work competently. A successful team leader pays attention to three main components: achieving goals, developing skills, and team building. Ignoring one piece will inevitably negatively affect others.
For example, insufficient attention to task completion confuses the team and creates a feeling of dissatisfaction in each of its members. Likewise, over-focusing on one area can lead to an oversight in others. A leader who is overly concentrated on solving a problem may forget to ensure the corresponding individual development of employees. Such an executive may also become too carried away with the progress of team members, which will lead to the fact that the end goal being overlooked.
To formulate and solve the team’s tasks, the manager needs to consider the variety of intentions provided by the team’s goals. Consideration should also be given to the dilemmas associated with purposes. They should form a visible framework for solving many problems while maintaining the flexibility and volatility necessary to adapt to changing circumstances (Groover & Gotian, 2020). At the same time, they must be inspiring and workable. The goals should comply with the development of the individual and the team while fulfilling the organization’s tasks.
From the point of view of my strategic thinking, I will try to find even more effective methods of assessing the available circumstances. I also plan to explore how to more efficiently, ethically, and intelligibly propose ideas to colleagues to change the project’s content. As a realtor, I find it necessary to learn how to communicate errors found in their work to employees and accept my own mistakes. With focusing being my strength, I will be more intense in ensuring I balance work and rest next time. Tomorrow I will be in control of my desire to set unattainable goals, which is dictated by my achiever strength. I will keep in mind that the focus on the future should not be a reason to ignore the current problems.
Reference
Groover, S., & Gotian, R. (2020). Five ‘power skills’ for becoming a team leader. Nature.