The value of playing to your strengths
Bottom Line: Four years ago there was powerful research presented by Gallup demonstrating the value to all of us when we’re playing to our strengths in our careers. Here’s a refresh on the difference it makes when you’re in position to focus on what you’re best at, rather than having to compensate regularly for what you aren’t...
- 8% more productive
- 15% less likely to change employers
- 15% higher sales
- 21% higher profit
Talk about the ultimate win-win. But the issue with poor management, which is sadly common, is not allowing people to be played to their strengths with a mix of people within the organization who’re complimentary. If you doubt this – I'll point you back to what I just shared. More productive employees who’re less likely to leave with much higher revenue and profits. But this is a story with an update. Not just about what was compelling and new four years ago. Back then one of the biggest buzz words/phrases was “emotional intelligence”. The idea being that those who’re most adept at interpersonal skills and adapting to workplace situations are most likely to succeed. Here’s the thing. That hasn’t panned out.
Organizations that’d placed a priority on emotional intelligence haven’t generally benefited according to Gallup’s findings. The reason is pretty simple and its related to what we’ve already discussed. People who’re especially high on the EQ scale aren’t often complementary in skill set. End up with a bunch of emotional intelligence and you’re likely to have a team that’s not well rounded. This only further reinforces the point that organizations should place maximum priority on allowing people to focus on what they’re best at doing and building teams with complementary strengths. And if you’re frequently frustrated with your work. Think about what it is that’s frustrating to you. Is it the work you do that you’re most successful with completing or is it the stuff that’s an uphill battle for you? Once you’ve thought about it read this again.