29 Aug Empowerment in the Workplace – This Time It’s Personal
You pride yourself as a leader who nurtures an environment of support for your employees. You listen to them, encourage their creativity and independence and regularly provide opportunities for enrichment and workplace education. You understand that fostering this culture of empowerment is vital to your employees’ performance, as well as the overall success of your business. And, because you are such a savvy leader, you constantly explore ways to further empower your staff, giving them the tools they need to perform at their optimal level and to interact with one another in the most productive way possible.
Have you considered assessing your employees’ individual personality and performance styles? Getting to know people on this level allows you, the manager, to best utilize their skills and talents. Even better, when employees understand their own personalities and strengths, and those of their colleagues, they have defined parameters in which to coexist and typically do so productively.
There are several methods of discerning personality type and work style. Myers-Briggs and DiSC evaluations are two of the most popular in business settings. However you choose to uncover your staff’s strengths, weaknesses, habits and preferences, the exercise will lead to a more empowered workforce in the following ways.
When people are provided with research-based information detailing their personality type, they feel validated for their strengths. In turn, they respect and understand the strengths of their peers. This contributes to better communication and better interactions. Further, when management understands and respects the weaknesses inherent in each person, employees are less likely to be assigned to projects for which they are poorly suited. Matching talents with the appropriate jobs is empowering because it allows excellence to occur organically.
When your team begins to see how these results positively affect productivity and performance, they gain a deeper affinity for working in this way. For example, the Gallup Organization administers a strength finding assessment to the employee bases of its client companies, called the Clifton Strengths Finder. The company’s research has proven that developing employees based on their unique strengths is the best method of achieving consistent performance. When people take the Strengths Finder evaluation, and learn their signature strengths, Gallup says they become more engaged, confident and more devoted to their place of employment. In fact, employees who are given the opportunity to focus on their key strengths at work, are six times more likely to be engaged at work.
Engagement leads to empowerment. According to organizational strategist Rachel Salley, employee engagement is about belief in the company, its leaders and themselves. Building this foundation by identifying personal strengths will help you create a workforce that is self aware, and capable of using this awareness to perform with excellence for a company they love.