How To Use Strengthsfinder For Team Building

Strengths are your personal qualities that make you special. They’re what set you apart from other people, what makes you unique. For example, someone who is passionate and dedicated to sports could be considered strong in Sports.

Having strengths can help you succeed in life. We’ve all heard stories of individuals with similar skills or experiences who achieved success because they possessed certain strengths.

Team building via strength finding is an excellent way to enhance teamwork and collaboration. By being aware of each person’s strengths, you can organize tasks and responsibilities to maximize their potential.

There are many ways to use Strength's finder in your workplace; here are some easy tips to do so.

Use it to identify your team's strengths

Strengths-based teamwork is an excellent way to organize a group of people. By asking how each member of the team would describe themselves, you can determine what roles they should play in the organization.

This process is similar to one that employers use when recruiting new workers. You ask questions like “tell me about yourself” and then make decisions depending on who seems most motivated during the interview.

With teams, however, it goes one step further - it looks at not only why someone wants a specific job but also if they are willing to put their strength to work for the benefit of the team. This increases trust as well as motivation because professionals want to do things that help others succeed.

Here are some examples of strengths assessments available via online tools. You could even create your own by choosing from different categories such as creativity or leadership.

Use it to create a team goal sheet

The next step in using Strength's finder as a tool for teamwork is creating a team goal sheet. This is done through individual profiling followed by brainstorming of goals or tasks that would use their strengths.

Team goal sheets are very important because they help you identify weaknesses and what teams need to improve. By doing this, you can work with professionals to find something that fits your group’s needs!

Something to keep in mind when doing this is making sure each person feels included.

Conduct a strengths-based team meeting

A strengths-based meeting is one that focuses not only on what tasks individuals in your team are paid to do, but also looks into the reasons why they perform their job well.

This way, you can work towards helping them feel more motivated about doing their jobs and giving them the resources and praise they deserve.

By having such a meeting, you will also be able to figure out how to use each of your teammate’s strengths to help them achieve their goals.

For example, if there's someone on your team who is very organized, they may enjoy organizing things and keeping track of all the various assignments and projects.

You could ask this person to organize all of the materials and notes for a recent project so that they can be easily retrieved later. Or perhaps they’re good at writing short messages, so they could write a quick memo telling people about an upcoming event.

Take notes

Being aware of your strengths is important, but being able to use them effectively is another important part of this process. When you are trying to develop teamwork or leadership skills, using your strengths can be tricky.

By this stage of the game, you’ve probably already identified some of your strengths. For example, if you enjoy baking, then giving a talk about how to bake best ways may be something that you could do very well.

If you have good communication skills, sharing this knowledge may be easy for you. If you’re passionate about sports, then coaching or organizing games may be somewhere to start looking for opportunities to apply those skills.

However, aside from practising what you like doing, there are two other things that you can do to bring out the best in your strengths.

One is to look at the jobs of people who you think used their strengths to succeed in the workplace. By studying their job descriptions, you can pick and choose which ones seem most similar to yours and try applying those here and now.

The other is to consider how you could position yourself within the organization so that you can use your strength most productively. Perhaps you are an excellent delegator, so offering your services as department head might be appropriate for you.

Give feedback

When working with people, there are two main things you must do to help them grow. One is to give positive feedback, and the other is to offer criticism.

Positive feedback encourages someone to feel good about themselves while also showing that you believe in their abilities. This boosts self-confidence and helps them perform their job better.

Criticism is something we should never avoid when doing our jobs. If you want to see true growth in someone’s performance, then they must be allowed to hear it.

Being honest and clear will push them to improve more. You have to be careful how you say it, but at the same time, you need to express your opinions!

There is no use saying nothing or giving vague comments. When giving criticisms, make sure to emphasize what needs to be changed and why this change is important so that they can fix it.

You also need to remember that not every person will agree with your ideas and suggestions. That is fine! Just because you think another person is wrong doesn’t mean they don’t deserve your respect.

Encourage team members

As mentioned before, strengths are what makes someone special about you. They are qualities such as creativity, leadership, motivation, etc. That is why it is so important to recognize your colleagues’ strengths and use them to help the company succeed!

By acknowledging and promoting their strengths, these individuals will feel more confident in their roles and thus contribute more to the success of the organization.

This can be done through praise (for an excellent performance) or by asking how they would handle certain situations.

Furthermore, ask if there are any areas where they feel limited due to a lack of skills or knowledge. Addressing this may create a conversation that benefits both people.

It is also good to know who each other is outside of work. This creates a supportive environment which helps professionals grow.

Strengths-based teamwork takes time and effort but is very rewarding. If you notice something changing with one individual, do not hesitate to bring up strengths.

Be a good leader

As a leader, you will spend a lot of time making decisions that have an impact on your team. You will also be expected to motivate your team members, promote teamwork, and lead by example.

Having strong leadership qualities is one of the most important things you can develop as a manager. But what are those qualities like?

Strengths-based leadership focuses on who you are rather than what you do. This removes the emphasis from being someone with powerful skills and instead looks at how you could strengthen your strengths or improve weaknesses.

This is different to traditional leadership styles which aim to emphasize power and influence. It’s more about developing people who work well together towards a common goal.

There are several theories about why having strengths as a leader is helpful. One theory is that it makes you feel better about yourself. A simple understanding of your strengths makes you happier.

You may also find that relying on your strengths helps you get through times when you're not feeling so great. Because you're using your natural talents, you don't need to invest energy in trying to look clever or show off. You just go after what you know.

Finally, some studies suggest that leaders with higher levels of emotional intelligence are more effective role models. This means they're more aware of their feelings and how these affect others.

Follow up after the meeting

Even though you may have covered everything in the meeting, don’t forget to make a note of something important that was discussed and follow up with someone who made a significant contribution during the discussion.

This is particularly important if there were some tough conversations or issues that needed resolving.

If people left the meeting feeling good about themselves and their contributions, then this can help promote trust and teamwork.

It also helps identify key players in the team so that they feel appreciated and supported.