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Why Talented People Don't Use Their Strengths

Overlooked qualities

One sure way to identify your strengths is by paying attention to what you find as effortless in regards to whatever action you do, but the others tend to see it as a complex action. 

That is right, it might seem a piece of cake to you because you were gifted with certain qualities that enable you to perform the task so easily. However, the task in question might not be at all that easy.

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IDEA EXTRACTED FROM:

Why Talented People Don't Use Their Strengths

Why Talented People Don't Use Their Strengths

https://hbr.org/2018/05/why-talented-people-dont-use-their-strengths

hbr.org

5

Key Ideas

Talent vs strength

Individuals have the tendency to consider that what they do better are the things they have long been working on. However, if we take a second to think about it, each and every one of us has at least one talent that makes a certain task seem a piece of cake.

Adopt an encouraging attitude

A true leader should not only be able to identify his team members’ talent but also to encourage them into making the most of their natural gifts. 

There are a few techniques that enable leaders to name exactly the talents of each and every member of their team, such as finding out what annoys them the most, as often humans find it upsetting to see reflected their own strengths into the others’ weaknesses.

Overlooked qualities

One sure way to identify your strengths is by paying attention to what you find as effortless in regards to whatever action you do, but the others tend to see it as a complex action. 

That is right, it might seem a piece of cake to you because you were gifted with certain qualities that enable you to perform the task so easily. However, the task in question might not be at all that easy.

Identifying your talent

Whenever you notice that you have a tendency to think about a certain topic for hours to come, check it out by putting it into practice: it might be that your natural gift is on its way to being revealed.

Develop your team's strengths

After having discovered your team members’ talents, make sure that the entire team bears in mind what each of them has a natural gift. Moreover, an analysis of their skills should be welcomed at any point, as it makes them aware of your acknowledgment as well as of their own potential. This could result in successful teamwork, as trusting and using one’s strength can only lead to accomplishments for both the individual and the team.

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Conversely, those with a fixed mindset believe that talents, abilities and intelligence can't be improved.

Learning and Performance Mindsets

Leaders with a learning mindset are motivated to increase their competence and master something new.

A performance mindset desires to gain favorable judgments about competence and avoid negative judgements.

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There are 4 strong personalities...

...that stand out for their ability, both positively and negatively, to impact team dynamics, especially when it comes to meetings: the Challengers, the Analyzers, the Implementers and th...

The Challengers

The big idea people, who love going against convention. They are the people that blurt out mid meeting "This is a stupid idea. I've got something better we can try instead."

They can deliver the great idea that unsticks a team's thinking, but when the team has been developing that other idea for a long time, and some team members are deeply invested in the work that's already been done,  the team dynamics can quickly sour.

The Analyzers

The content experts, analyzers don't know everything, but what they do know, they know extremely well.

When a team is dealing with a challenge that matches the Analyzer's area of expertise, you're on the path to solve the problem. But when the team focus strays from the Analyzer's areas of expertise, they get bored, lose interest, often affecting a dismissive attitude that can drag down other team members.

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Peak performance
Performing at the top doesn't mean consistent peak performance.

You should expect some variability in your performance. Your path is not going to be linear.

Mimicry and comparisons

Self-improvement doesn't come from mimicry and comparing ourselves with others.

Focus on getting better than you were yesterday and living up to your own potential and aspirations, not somebody else’s. 

Singular grand strategies

They don't work, because there is no one single way for anybody to improve.

Singular grand strategies seldom work because they don’t account for exigencies that emerge along the way. Adaptability is also important in the path to self-growth.

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Narcissist Leaders

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Be steady and dependable

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Modesty is the best policy

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Lack of prioritization

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Overlooking easy solutions

When we’re stressed, our narrow focus blocks us from seeing easy solutions that are usually right in front of our eyes. 

To get out of the trap of overlooking easy solutions, take a step back and question your assumptions. Taking breaks and letting your mind wander will also help.

Lack of effective systems

When we're burned out, we tend to keep doing something ourselves that we could delegate or outsource, because we don’t have the necessary energy we need to establish a system for recurring problems.

Remedies for recurring problems are often simple if you can step back enough to get perspective.

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Reframing the process

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Understand what networking is

Some people see networking as some sort of classless transaction.

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Identify people you respect

Apart from the networking process, many people who shy away from networking are not trusting the people involved.

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