In this article, we share real stories from our coaches about the unique challenges their clients faced and the creative solutions that led to their success. Each story is a testament to the power of dedicated coaching and the incredible change it can bring.

Empowering Personal and Team Development through Intentionality

One client came to us facing a significant challenge: they struggled with taking ownership of their personal development and creating a leadership development plan for themselves and their team. This lack of intentionality was creating a gap in the team’s accountability and overall progress.

Our coach stepped in and offered guidance by sharing strategies and options from related worlds. This approach was designed to empower the client to take charge of their growth journey. With these insights, the client was inspired to be more intentional about their development. As a result, they were able to set a clear and actionable plan for both their personal growth and the development of their team.

Overcoming Imposter Syndrome with Strategic Coaching 

A common challenge many clients face, especially when stepping into new roles or positions, is imposter syndrome – feelings of self-doubt, not being in control, feeling inadequate or uncertain. These feelings often arise in different contexts where individuals lack experience or fear looking incompetent. Our approach to coaching involves recognising these feelings as normal and addressing them by flipping the narrative to see ‘imposter-like feelings’ in a positive light.

Our coach worked with a client experiencing this exact challenge, helping them understand that imposter syndrome can actually be a driving force for learning, personal development and getting things done, as long as it doesn’t become inhibiting. Through coaching, the client learned to embrace these feelings and use them as motivation and drive for growth. 

In practice, this meant focusing on preparation and self-awareness. For instance, before entering meetings, the client would prepare thoroughly—considering both their physical and mental state, their key messages, and how they wanted to be perceived. This proactive approach helped the client reduce anxiety, improve clarity in communication, and project more confidence.

The results were transformative. The client became more self-aware, and authentic in their approach and was better equipped to handle challenging situations. By recognising their imposter-like feelings, identifying triggers and creating preventive strategies, they could manage imposter syndrome effectively, leading to greater success and a higher likelihood of achieving their goals.

Elevating Delegation Skills to Build Trust and Accountability 

Delegation is another common challenge, especially when it involves trusting others to perform tasks effectively. One of our clients faced difficulties with delegation, which in turn affected trust within their team. The issue wasn’t just about handing off tasks—it was about ensuring that those tasks were understood and executed correctly, thereby strengthening relationships within the team.

Our coach guided the client through the process of taking their delegation skills to the next level. This involved not only assigning tasks but also actively checking in to understand how their team members perceived the task and their approach to completing it. By fostering open communication and clarity, the client could establish a more collaborative and trusting environment.

The impact of this improved delegation strategy was significant. It shifted the focus from micromanaging to building accountability and autonomy within the team. With clear expectations and open lines of communication, the team members felt more empowered to take ownership of their work. This, in turn, reinforced a sense of trust and enabled continued positive growth for both the client and their team.

Increasing Sales by Enhancing Creativity and Customer Connection

A client wanted to win more contracts in a highly competitive sector. Their challenge was finding ways to be more innovative in their approach to stand out from the competition and create lasting impact whilst staying within strict regulations around the bidding and sales processes.

Our coach worked with key members of the team through one-on-one coaching sessions to embed new ways of thinking and problem-solving. This ran alongside a two-day interactive learning event for the whole team, focusing on how to be more creative and connect more deeply with customers. Grounded in neuroscience, this learning provided the team with practical, brain-based tools they could begin applying immediately.

The results were remarkable. The team’s morale and energy levels increased significantly, as did client engagement and customer satisfaction. By applying their newfound creative and connecting strategies, the team successfully secured a substantial £9 million contract, showcasing the power of innovative thinking in a traditional sector.

Establishing Clarity and Cohesion in a Senior Team

A senior team we worked with faced a significant challenge: they lacked clarity on how to collaborate effectively, hold each other accountable, and resolve conflicts. This lack of structure was impeding their ability to function cohesively and achieve their goals.

To address this, we delivered a series of workshops alongside one-on-one coaching sessions. The first workshop centred around defining the core values that the team wanted to build upon. From these values, we collaboratively established the behaviours and standards they expected from one another.

This process resulted in a clear framework for communication and teamwork, allowing the team to operate at a high level. With these agreed-upon “north stars,” they were equipped to resolve conflicts efficiently and focus on their collective objectives. As a result, the team began hitting their goals more consistently, building real momentum and achieving greater success.

Overcoming the Fear of Speaking Up in Meetings

Another challenge faced by a client was a deep-seated fear of speaking up in meetings. The anxiety was so intense that their heart rate would spike, and the fear of judgment, making mistakes, or being criticised would almost literally choke them, hindering their ability to contribute.

Our coach began by validating these feelings, explaining how the brain reacts when it’s in a “threat” state. This helped normalise their experience, making it clear that such reactions are common. The focus then shifted to analysing lived experiences of meetings. Together, they reflected on instances where someone made a mistake during a meeting and examined what actually happened. This exercise was key in grounding the client’s fears in reality and distinguishing facts from feelings.

To further build confidence, the coach worked with the client on preparing words and sentences they could use during meetings. This preparation acted as a safety net, reducing anxiety and helping them feel more in control. With practice, the client began to speak up more often, gradually overcoming their fear.

As a result, other team members started to recognise and acknowledge their contributions in meetings. This positive reinforcement further boosted the client’s growing confidence, creating a virtuous cycle that empowered them to engage more actively and assertively in discussions.

The Optimist View…

These real-life stories highlight the profound impact that our Eternal Optimists have on individuals, teams, and organisations.

Through our Optimist coaching and leadership sessions, our coaches empower clients to overcome personal and professional challenges, unlocking their full potential.

Get in touch with us today and learn more about our Optimist Executive Coaching.

The post How Our Eternal Optimists Transform Lives through Coaching – By Optimist Performance appeared first on Optimist Performance.

What is experiential learning?

Experiential learning is a process through which learners develop knowledge, skills, and values from direct experiences outside a traditional academic setting. This approach emphasises active involvement in the learning process, where individuals engage in activities that involve exploring, experimenting, and solving real-world problems. 

Our team experiences are designed to bring to life the learnings we have worked on with our clients throughout our programmes. They aim to get people outside of their comfort zones and practise those skills and behaviours that will make a high-performing team. 

How does experiential learning help your team’s performance?

Encourages reflective practice 

Throughout experiences, teams engage in continuous and varied reflective processes where they can reflect on their actions and outcomes. These reflections allow team members to assess and learn from their experiences. 

Additionally, it helps them build the behaviours they can later apply to their day-to-day job.

Foster adaptability and agility

By stepping out of their comfort zones, teams are forced to face uncertainty and adapt to move forward. They practise modifying strategies quickly and effectively. 

Practising these behaviours helps build resilience and flexibility. 

Builds team cohesion and communication

Out-of-the-norm experiences reinforce the value of collaboration and communication among team members. By practising those skills during the experiences, team members get to practise different ways of communication and collaboration that they can apply to their everyday jobs. 

Increase problem-solving skills

By immersing team members in situations that mimic real-life challenges, it provides them with opportunities to practise troubleshooting in a controlled, risk-free environment. 

This hands-on approach not only enhances their ability to think critically and creatively but also instils confidence in their problem-solving capabilities. 

Enhances emotional intelligence 

Creating a safe space is a critical component of experiential learning. The aim is to make people feel safe to explore their emotions and the impact of their actions on others.

This enhances their self-awareness, as well as the understanding of their colleagues. In turn, it helps their empathy and supports team bonding.  

The Optimist View…

At Optimist Performance, we follow a Think, Feel, Do approach, where people not only learn something new, but also get time to reflect on and practise those learnings. 

Experiential learning is about creating a safe space for people to practise new learnings. Our experiences are designed specifically for our client’s needs to help them practise, reflect, and adapt their behaviours to enhance their overall team’s performance. 

Want to know more about our experiences and how they can help your team? Get in touch with us today to learn more about our learning programmes and experiential away days. 

The post How can experiential learning enhance your team’s performance? – By Optimist Performance appeared first on Optimist Performance.

Welcome to this month’s Optimistic Insights, where we’ll delve into the intriguing topic of ego in leadership and the journey towards authentic interactions with others.

Introduction:

Have you ever found yourself in a leadership position, surrounded by success and accolades, only to realise that there’s a sense of dissonance? Perhaps you’ve noticed how easily people laugh at your jokes or agree with your decisions. The truth is, success can inflate our egos, leading us down a path of illusion rather than authentic leadership.

The Illusion of Success

The inflated ego that often accompanies success—the corner office, the higher salary, the easy laughs—can lead us to believe we’ve found the ultimate key to leadership. However, this perception can be deceiving. As we rise in the ranks, we acquire more power. And with that, people are more likely to want to please us by listening more attentively, agreeing more, and laughing at our jokes. All of this tickles the ego. And when the ego is tickled, it grows.

Deflating the Ego and Journeying to Authentic Leadership

In our fast-paced professional environments, the ego can often wield significant influence, shaping our interactions, decisions, and ultimately, our leadership style. However, left unchecked, our ego can hinder our ability to connect with others authentically and lead with integrity.

In a 2018 Harvard Business Review article (read the full article HERE) the dangers of an inflated ego were explored, shedding light on how it can narrow our perspective, distort our behavior, and erode trust within teams. But it’s not all bad, because recognising and managing our egos is the first step we take in cultivating authentic leadership.

Self-Assessment: How Does Your Ego Show Up?

To help you on this journey of self-discovery, we’ve included a brief self-assessment for you to reflect on how your ego manifests in your daily interactions. Take a moment to consider the following questions:

1. Do you find yourself seeking recognition or validation for your accomplishments?
2. How do you respond to feedback or criticism? Do you tend to become defensive or open-minded?
3. Are you able to acknowledge and learn from your mistakes, or do you feel the need to always be right?
4. Do you prioritise collaboration and team success, or are you primarily focused on individual achievements?
5. How do you handle situations where others outshine you or receive praise for their contributions?

Cultivating Authenticity: Practical Tips

As you reflect on your responses to the self-assessment, consider incorporating the following tips into your leadership approach:

• Practice active listening and empathy to foster genuine connections with your team members.
• Embrace vulnerability by admitting mistakes and seeking input from others.
• Prioritize the collective success of the team over individual recognition.
• Foster a culture of trust and collaboration by encouraging open communication and feedback.

Closing Thoughts

Authentic leadership is not about having all the answers or projecting a flawless image; it’s about showing up as your true self and inspiring others to do the same. As you embark on this journey of self-reflection and growth, remember that every step forward, no matter how small, brings you closer to becoming the leader you aspire to be.

Thank you for joining us on this exploration of ego and authenticity in leadership. We look forward to continuing this conversation with you. Drop us a line via explore@optimistperformance.com or start a discussion on social media; Twitter or LinkedIn. 

Let’s make sure you’re smashing it. 

To thrive together, The Optimist Team 💪

The post Ego Check: Navigating Authenticity and Resilience – By Optimist Performance appeared first on Optimist Performance.

Christmas Event Activities for your next team away day 

Work Christmas parties are a great way to get away from the office and work-related responsibilities. There are many activities to do together to make your time fun and enjoyable, and we have collected some ideas that could help you make this year’s party more special for you and your team. 

Gingerbread house decorating competition

Most of us love a healthy competition, so why don’t use your Christmas party as an opportunity to make your team work together on something fun? Gingerbread houses can be tedious, especially if you are making them from scratch. Depending on the number of gingerbread houses you need, it may be worth investing in a kit to speed up the process. Working together in teams to decorate the best gingerbread house will inspire creativity, and build communication and teamwork skills. 

Gourmet hot chocolate bar

Who doesn’t love chocolate, marshmallows, whipped cream, and candy canes in a cup? Hot chocolate is a classic Christmas beverage for everyone! Although alcohol may be involved at a party, it’s not for everyone. It’s also good to consider those at the party who don’t drink alcohol. Everyone can enjoy a cup of hot chocolate.

Merry mystery party

The theme of your event is Christmas but why not add a little mystery to it too? Someone from your office who loves to write could write a mystery story tailored to each person. You could also find a murder mystery kit on Amazon. Have your team dress the part and figure out who murdered Papa Elf. This creative idea will be one for the books!

Holiday photo booth

Hire a photographer or take your own photos to capture your Christmas event! Create a Christmas-themed photo booth. Supply props such as Santa hats, elf ears, and signs to encourage everyone to dress their best. Be sure to get an entire team picture to hang in the office Monday morning.

Holidays around the world

Everyone has their own traditions and learning about someone else’s helps you get to know them better. Hopefully, you have a culturally diverse team. Take the time to explore different recipes and holiday celebrations of others. Create a signup sheet for each person to bring their favourite holiday food or activity to share. This will make your event insightful, unique, and inclusive.

Christmas card making

In the world of technology, sending an email or popping a quick text is quick and simple. Sending snail mail is a dying art. Supply your team with all the materials to design and create a Christmas card. Cardmaking is a low-budget activity. It’s an opportunity for each person to express themselves. You can use this opportunity to express gratitude to someone in your team. 

Team Away Day Venues

A team away day requires planning. There are many important things to do. One of the most important things is finding the best place to host an event. So here are some things for you to consider when planning your Christmas party this year. 

Location

First, finding the right location for your team’s away day is key. Depending on your event, you may be looking to host it locally or out of town. If you’re hosting a local event you should scout out a venue within a reasonable distance from attendees’ homes or workplaces. Also, you’ll need to consider the weather to decide if the location is indoors or out.

Parking

Parking is not always ideal which is why it should be considered when planning an event. If there is no parking, you may have to reserve a nearby lot and have a parking fee or include the cost in the ticket price. You should also look at Uber and Lyft discounts offered for events. Sometimes it is convenient for attendees to share rides with one another. Lastly, you could possibly offer valet parking for the event. 

Capacity

When planning an event, you will need to know the capacity of the room. There are fire safety codes that venues must follow. Therefore, a room with a capacity of 500 people can comfortably fit 250 people. 

Services and amenities

There are several things to consider if you are planning to serve food and beverages at your event. First, is there access to a kitchen and can the event be catered? Be sure to go with a venue that serves fabulous food or allows you to bring in outside food vendors for the best attendee experience. Also, find out whether or not you will have access to tables and chairs and whether or not the venue offers a clean-up crew. Some venues provide audio-visual equipment while others require you to bring that yourself. 

Layout

Another key component to planning an event is getting a sense of the venue’s layout. You will need to have a rough idea of what activities you will be doing at the event. This will help you determine what type of space you will need. In order to narrow your venue selection down, get a floor plan of the venue or do at least one walk-through and take notes as you go. Consider the traffic flow of your event and the event activities. For example, determine how you will set up the tables and whether or not you will need a stage for a keynote speaker.

Accessibility

The venue needs to be accessible to everyone, including those with special needs. The amenities must be easy to access. You will need to know who your attendees are and their needs so that you can provide the correct and best accommodations possible. 

Acoustics

There is nothing worse than attending an event where it is too loud to comfortably talk and hear others. This is often caused because of the poor acoustics in the venue. A low ceiling may seem more cozy but it will be very loud if it is packed with a large crowd. Acoustics will not make or break a venue but if you have access to patios outside the venue, this can help.

Flexibility on the event date

Being flexible on the event date can be a great way to negotiate with different venues. They may have specific dates on their calendar that they are trying to book. You are more likely to get a discounted price by providing two to three different dates. 

The Optimist view…

Planning your next team away day should not be an overwhelming task. The holidays make the purpose of the event or party simple. Whether you want to go easy or create a different event is up to you, but ultimately, the purpose is to spend time together, get to know one another away from the office and on a more personal level and celebrate a special occasion. 

At Optimist Performance, we love to go out of the norm, this is why we love planning team away days that are like no others. If you want to make this year’s party even more special for your team but feel like you don’t have the time or energy to organise it, get in touch with us and see how we can help you create an unforgettable event for you and your team.

The post Tips for Planning Your Next Team Away Day – By Optimist Performance appeared first on Optimist Performance.

Our jobs are no longer solely a source of income; they are a source of social interaction, support and guidance. As a result, organisations need to create a vibrant and supportive community around themselves if they are to thrive and flourish. 

As humans, we require a sense of belonging. We are all, traditionally, part of different communities, involving our family and friends, our neighbourhood, our running or exercise buddies, and considering how much time we spend working, it only makes sense that organisations should also be a community for us. 

The benefits of building a community

M. Scott Peck defines community as “a way of being together with both individual authenticity and interpersonal harmony so that people become able to function with a collective energy even greater than the sum of their individual energies.”

Being part of a community positively impacts our mental and physical health. We become more engaged and accountable as a result of it, and we are more likely to act when we have shared beliefs, interests, and goals.

Additionally, being a part of a community involves feeling free to speak up, share our thoughts and ideas, and express our feelings and emotions. It’s a safe environment where we can be ourselves. 

It also improves collaboration and communication. It may even encourage healthy competition and knowledge sharing.

Furthermore, from a business standpoint, creating a community around our organisation helps to ensure employee engagement and satisfaction, which can positively impact employee turnover and productivity.

Building a community is about bringing people together

There are many reasons why individuals would like to go to the office, but we’re confident that sitting in front of a screen to perform a job that they could accomplish at home isn’t at the top of the list. Some people may be more productive in the office because there are fewer interruptions, but most of us go to the office for social interactions.

It’s about being together, the spontaneous conversations, the friendly jokes, the quick answers to questions, and even the banter about whatever is going on in our lives. We’re looking for a sense of belonging, the support of others, and the bonds formed by spending time together.

The aim of creating a sense of community around your company is to bring people together, and it will undoubtedly be a compelling incentive for people to go to the office. However, building a community must be about creating deeper connections wherever people work from. 

Tsedal Neeley says “to treat the office as a tool and not a destination is a mindset shift that’s going to be really helpful in using the space in a way that’s productive for all.”  

While working onsite is a terrific approach to develop a community around your company, it is far from the only option. People who work remotely, for whatever reason, should never be forgotten. They probably need their community even more.

4 basics when building a community

First of all, we must ask people and listen to what they want and need. Don’t waste your time thinking up great ideas just to discover that they aren’t what people truly wanted in the first place.

Also, be certain that your community is built on the foundations of trust and authenticity. As previously stated, a community is a safe place for people, thus it won’t operate unless it’s genuine.

Build your community around shared values, interests and goals. Just working in the same organisation doesn’t mean you all share the same values or interests; it doesn’t even mean you all have the same goals. 

Involve everyone in the process. A community is a place where everyone has a voice and it has a positive impact because everyone is involved in the process and has a sense of belonging. People want to be heard and seen. To ensure that everyone is moving forward with the same goals and values, everyone needs to feel confident in voicing their opinions and concerns.

Some tips to build your community

Focus on bringing people together. Whether it’s for an away day, a daily activity or an after-work time out. Even if you do it in person or online, the essential part is that you centre your efforts around getting people together for a social time that they can use to create deeper connections.

Promote shared learning. The ability to learn from colleagues is one benefit people often miss out on when working from home, so promote the benefits of time and space for shared learning. Pair a senior employee with a new colleague, or schedule some time for learning and knowledge sharing during the week.

The Optimist View

We value community because we understand that things are always better when they are shared. And while we don’t spend a lot of time together in the same room, we have made it our mission to become closer together by sharing our day to day activities beyond the realms of our jobs. We know what our values are and what we are trying to achieve, so we don’t lose sight of our goals and motivation. 

At Optimist Performance, we also help other companies to achieve their full potential, to build that community that will allow every individual to be their best.

We create unique experiences for you and your team. Also, our programmes focus on providing safe spaces and constructive environments in which people feel they can express themselves and voice their opinions. 

If you would like to know more about how we may be able to help, get in touch for a free consultation. We are always happy to hear from you. 

The post Our jobs as a source of community – By Optimist Performance appeared first on Optimist Performance.

When we don’t belong, we feel guilty, rejected, anxious, depressed, angry, alone, jealous and isolated. We are more inclined to show behaviour problems, commit crimes and have suicidal ideation.

This means that a sense of belonging is essential for your mental health, and work can be a great source to find it. However, considering that many people are still getting used to working remotely and that travel restriction might make us feel more alienated from family and friends, now is an excellent time to begin focusing on our sense of belonging.

The good thing is that according to a study, we don’t need to be together in the same room to reap the benefits of feeling part of a team. 

But why is belonging to a group so important?

Why do humans need a sense of belonging?

According to Abraham Maslow’s hierarchy of needs, belonging is part of one of the fundamental needs that motivate human behaviour.

Belonging is not only a want but a necessity, according to research by psychologists Baumeister and Leary. A need that is almost as intense as the need for food in humans.

In addition, a recent MIT study discovered that we crave relationships in the same brain region that we crave food and that we experience social exclusion in the same brain area that we experience physical pain.

A lack of sense of belonging at work can also lead to job dissatisfaction and health problem, and it’s a strong predictor of depression.

We define a sense of belonging as that feeling of connectedness to a group or community. It’s the sense that you’re part of something. You feel attached, close and thoroughly accepted by your people.

While there is no consensus yet on how to define a sense of belonging, some factors have been proven to be critical in achieving it. These are:

• Acceptance
• Attention
• Support

While been together in the same room can help, none of these are impossible to accomplish from a distance. Surely we all can remember a person we saw daily but with whom we didn’t feel any connection. 

Create a sense of belonging for yourself

Relationships require time and effort, and in order to build them, the work needs to start with you. 

Using the three aspects above, we’ve compiled a list of tips that can help you, as an individual, to feel like you belong:

Work on acceptance. Validation is one of the most effective ways to convey acceptance. Validation is the recognition that someone’s internal experience is understandable, and it helps you stay on the same page, feeling like you belong, even if you disagree.

Look for similarities instead of differences. Try to find things you have in common with your peers. 

Be open to new possibilities and avoid judgment. Participate in activities with others, even if it’s not something you’d typically do. Be willing to try new things and form new relationships.

Be aware of nonverbal communication. Keep a close eye on your nonverbal communication. When we don’t feel comfortable, our nonverbal signals can appear unfriendly. 

Ask for support. Don’t be hesitant to seek help when you require it, even if it is minor. Asking someone’s opinion or input can be a terrific way to start a relationship and can help you discover mutual interests.

Speak up and be seen. On the other hand, don’t be scared to speak up if you have anything to say or add. Everyone has something to contribute, and you will have skills and expertise that others will undoubtedly value. This might also assist you in achieving acceptance.

Make an effort and be patient. It takes time and effort to form connections with other individuals. Be patient and give it your all.

Help your team to create a sense of belonging

Creating a feeling of belonging is not something we can do for others, but we definitely can help. 

Want to help the people in your team to achieve a sense of belonging? We have gathered some tips here:

Create opportunities for people to connect. It can be challenging to find things in common when working remotely or with someone you have never met in person. However, as a company leader, you can help. Create events outside of work to foster connections based on shared interests, even if they are remote. You can also build forums where people can discuss various topics. (Read more about team building activities here)

Set up a mentoring programme. According to research, encouragement of mentorship can help with the development of a sense of belonging. This is excellent for new employees or people who have a hard time making connections.

Foster alliances. The same study shows that even having one ally inside a group can improve our sense of belonging. A way to do this is to connect two people you know can help each other or have shared values and goals. 

Ask about people’s views on what they would do. Even soliciting suggestions on how to foster a sense of belonging can be beneficial, which is helpful to newcomers and those who feel excluded. (Read more about how to use questions to empower your team)

Create psychological safety. It’s critical to create an environment where people feel safe and can be themselves. As we said before, a sense of belonging is based on acceptance and support, and it would be challenging to feel accepted if the environment doesn’t allow you to be yourself. 

Allow freedom and autonomy. While sharing common goals and values contribute to a sense of belonging, autonomy is also essential. It’s nice to be a part of a group, but we must maintain our individuality and freedom.

Practise recognition and appreciation. Being able to express one’s thoughts and feeling respected, as well as being appreciated, are crucial parts of experiencing a sense of belonging. As a company leader, you must help ensure that your employees are at ease with one another and with the organisation as a whole.

Reimagine the recruitment process. You can start helping your team to create a sense of belonging from the start by choosing people who you know would fit with the rest of your team. Wes MD uses the “speed dating” style as part of their interview process. When they have a candidate they like, they arrange for them to meet different people from the team. This ensures that they are a good fit and that you are selecting the best applicant for the job. (Read more about their experience here)

The Optimist View…

We all belong somewhere, we just need to find our tribe. Likewise, finding our tribe will require some effort on our part too. 

At Optimist Performance, we have our tribe too. A tribe of Optimists! 

The post Do you or anyone in your team lack a sense of belonging? Check out these tips appeared first on Optimist Performance.

Although many studies have shown the benefits of focusing on people’s strengths, we still live in a ‘weaknesses focused’ world. 

In my rugby days, I had a coach who used to say, “Maximise your strengths, and manage your weaknesses.” 

While we shouldn’t neglect our weaknesses, it’s our strengths that make us unique and deserve more emphasis and focus. As leaders, we can increase our performance and engagement by bringing people’s strengths into the spotlight and collectively building on them. 

Gallup has found that building employees’ strengths is a far more effective approach to improving performance than trying to improve weaknesses. When employees know and use their strengths, they are more engaged, perform better, and are less likely to leave their company.

DISCOVERING OUR STRENGTHS AND WEAKNESSES

Definition of a Strength: “A good or beneficial quality or attribute of a person.”

They are qualities that come naturally to you, that you enjoy, and give you energy. It can also be any type of quality, such as kindness, optimism, …

Unfortunately, sometimes we limit ourselves by our thinking or by social standards without realising it. 

As David Rendall says: “In the right situation, your weaknesses become your strengths.”

A great example is Thorkil Sonne, founder of Specialisterne, a software testing company, where 75% of its staff are autistic. 

After his son was diagnosed with Asperger’s syndrome, he started to study people with autism and their role in the workforce. He realised that the skills of people with autism matched the desired skills of a software tester. 

His motivation to give his son better opportunities allowed him to look at strengths and weaknesses from a different perspective. 

THE BENEFITS OF KNOWING AND PLAYING TO OUR STRENGTHS

Playing to our strengths means using them daily and as often as possible every day. This has positive effects for the individual:

• Improve your self-confidence and energy. 
• Drive engagement and quality of life. 
• Reduce stress and anxiety.

But also for our teams. According to studies; teams who focused on developing their people’s strengths and provided opportunities to use them daily have reported significant benefits:

Lab Survey 2019 by @MichelleMcquaid

• 36.4% increase in people’s performance.
• Up to 19% increase in sales.
• 50% lower employee turnover.
• 38% higher level of productivity.

HOW TO BUILD A TEAM THAT FOCUSES ON STRENGTHS

“To build a strong team, you must see someone else’s strength as a complement to your weakness, not a threat to your position or authority.” – Christine Caine.

If we believe everyone is unique and has something to offer, it’s easier to work together rather than compete against each other. Think of it as if we all were pieces of a puzzle. To be able to complete it, we need to find people who complement each other. 

These are some ideas of how I build a team that focuses on strengths:

Identify strengths 

For the majority of us, it’s easier to identify our weaknesses than our strengths. Sometimes we are unsure what they may be, others we maybe don’t want to seem ‘braggy’. 

First, we need to identify everyone’s talents, not only what they are excellent at but also what tasks they enjoy. This way, we make sure everyone feels motivated and engaged. 

Then, we need to make everyone aware. As a group, spend time getting to know each other’s strengths and how they add value to the team. 

Assign teams and projects based on strengths 

Knowing each team member’s strengths and weaknesses can connect people who can complement and help each other grow. 

It can also help collaboration by understanding who is the best person to ask for help in every situation. 

Focus on developing people’s strengths

When we know our best qualities, our growth can be exponential. In addition, investing in people’s development requires you to know their strengths so that you can help find the proper progression for each person. 

Sometimes companies invest time, money and resources on development opportunities that people are not interested in. Providing the correct development will help people be more invested and engaged with their jobs and companies. 

Find talent that fills the gaps

Knowing everyone’s strengths and weaknesses can help you reduce turnover and recruitment costs. By being aware of precisely what you need, you can be more accurate when recruiting your next talent. 

You should focus on finding someone who complements and fits your team and not someone who ticks the standard CV or interview boxes. 

Implement a strength-based company culture

To ensure long-lasting changes, you can integrate strengths development into your company culture, creating a strength-based culture. 

Including the individuals and team strengths into your company culture is a way of making sure that everyone is looking towards helping each other grow. It will also help collaboration and teamwork. 

THE OPTIMIST VIEW

We aim to build teams where every individual can leverage their talent and their unique ability. To do this, we need to find out what we are great at, what motivates us and how it can add value to our lives and jobs. 

We love to work with highly motivated and engaged people that collaborate and work as a team to achieve common goals. Everyone has something to offer, and the first step is to find out what that is. 

If you want to achieve your full potential, get in touch with us and find out how our coaching sessions can help. 

The post Focus On Strengths To Drive Performance – By Ollie Phillips appeared first on Optimist Performance.