It’s no secret that every business or organization (and individuals) experience change. It’s natural. Whether a new system is being implemented, a merger is taking place, a new CEO is being inducted or even a new product is being introduced. You, as a leader, can leverage your team’s strengths to effect positive change in your practice. After all, the best thing we can do for ourselves and our profession is to ensure we’re all operating at our best.
Leadership may be an innate skill for some, but there are still some really big lessons everyone can learn along the way.
1. Put people first.
Whether they’re your patients, your employees, your peers, or your vendors, you should always put people first. After all, they’re your biggest assets as a leader, and they also will teach you the most. Surround yourself with brilliant people—individuals who are smarter than you at what they do—and then trust them to do it well (without your micromanagement).
2. Be flexible.
Of course you have big goals—the ones that form the overarching premise of what you want to achieve—and you should stick to those. But the smaller goals—the ones you develop along the way to help you get to where you ultimately want to go—you can adapt, change, or even dismiss. Don’t get stuck holding on to something that’s merely a stepping stone. Create a new stone—or tweak the current one—and move forward.
3. Share your vision.
Envisioning exciting possibilities and enlisting others in a shared view of the future is the second most frequently sought after attribute in a leader (right after honesty), and it is a significant attribute that distinguishes leaders from non-leaders. Sharing your vision and working collaboratively with your staff to create—and then achieve—company goals will help your team stay engaged and feel like they’re an integral part of the business.
4. Stay passionate.
Your passion will make all the difference in your success. It will light the fire underneath you and propel you to see the bigger picture, to be thoughtful and creative in your approach. Plus, passion is contagious, so you will help inspire those around you—and keep them inspired even if things get a bit sticky.
5. Focus on strengths.
Now for the big one: To help your team members perform at their very best, focus on their strengths, not their flaws. You achieve the best results as a leader when you focus on helping your employees make the most of their talents, while putting less focus on the desire to help them fix their inadequacies. Apply the same strategy to your hiring methods: hire individuals based on how their strengths will contribute to the overall goals of the company as well as how those strengths will round out your team.
Focusing on the positive is just a better way to be in this world. Trying to ‘fix’ weaknesses can be a time suck because it’s the path of most resistance. On the other hand, a strengths-based approach can have rapid payoffs in confidence, productivity, and hope. Sounds much better, right?
How do you identify your employees’ strengths? Start by paying attention and actively listening to the aspects of their jobs and personal lives that they enjoy as well as the ones they don’t.
In 2014, a team at Gallup conducted research on what it means to be a leader—and why people follow good ones. Based on their findings, they believe effective leaders know their own strengths and invest in others’ strengths. To help facilitate this in their own company, Gallup employees of all levels keep a card outside of their office that lists their top five strengths for all to see. Pretty cool idea, right? Could you implement something similar in your practice?
How do you leverage your team’s strengths to effect positive change in your practice? If you are unsure how to focus on strengths, especially during a time of change, contact Joy today! She will provide you with the tools you need to navigate change and help your team put their talents to work in an effective and efficient way.