Strength Management Work Style: Definition and Benefits

By Indeed Editorial Team

Published June 2, 2022

The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

Strength management focuses on the strengths of teammates, making it an effective managerial method. This management strategy encourages transparency, accountability, and productivity. Understanding what this management style includes and how to implement one can help you lead teams that encourage positivity and diversity. In this article, we discuss the definition of strength management, explain how this style of management works, discuss its strengths, explain how to implement this management style, and offer tips.

What is strength management?

A strength management approach is a technique that focuses on the strengths of team members in an organization. This technique embraces the fact that all team members have strengths and limitations, and it seeks to optimize those drawbacks by leveraging talents. Managers may use this management style to establish well-rounded, diverse teams that function effectively as a group. Leaders can leverage this technique to encourage team members to close the gap between expectations and outcomes.

Related: Employee Strengths in the Workplace (And How to Find Yours)

What are the benefits of this type of management?

This management style offers many benefits, such as the ability to:

Encourages diversity

Employers that focus on strengths may be more successful in attracting a more diverse staff. In this scenario, there may be a culture of cooperation that encourages team members to assist one another. A company may benefit from a diverse range of team member strengths by forming teams made up of people from various backgrounds. For example, a company may have team members who display strength in customer service, marketing, design, and programming. While they may not be effective individually, as a team, they are exceptional.

Related: What Is an Equal Opportunity Employer? (With Example)

Promotes openness and honesty

This type of management in the workplace may also help promote transparency. The most successful organizations use these tools to boost team bonding, engagement, collaboration, and trust. This level of confidence can lead to workplace connections that encourage open communication, which can help to achieve company-wide goals. Transparency among various levels of management can also aid in the enforcement of accountability by defining clear team member and leadership responsibilities.

Increases team member involvement

This approach might also encourage team members to be more engaged in their jobs. Team members feel more self-aware and confident when they take part in all stages of the process. Team members who feel valued encourage others around them to do the same. They may also inspire their peers to do more for the company, such as starting new projects or training team members.

Related: How to Boost Employee Morale and How It Affects Employees

Encourages the development of new skills

It can also help team members improve their skills by encouraging the team to learn from each other. For example, if a company has an exceptionally talented graphic designer, it may encourage other team members to learn some graphic design skills to improve on their own projects. This approach may also allow team members to develop strong relationships with one another, which can lead to increased team member satisfaction and morale.

Increases productivity

When team members use their strengths to work on tasks, they take less time to perform job-related tasks. This occurs because they enjoy the work and are good at it. When team members feel supported in their jobs, they may also take less time off work and arrive to work on time more frequently. For example, if a leader asks a team member with strength in marketing to create a promotional video, the task is likely to be completed quickly.

Encourages employee retention

When employees feel appreciated and have room to grow, they are more likely to stay with a company. As this management approach can help employers identify what an employee's strengths are and how to use them to their advantage, this may lead to increased job satisfaction for the employee. For example, if a leader knows a team member is good at public speaking, they may assign that person to be a spokesperson for the company. As the team member may enjoy this role, they are more likely to stay with the organization.

How to implement strength-based management

Implementing a strength-based management style requires effort. You can implement a strength-based management style with the following steps:

1. Start with the management

The typical approach to implementing a strength-based management system begins with management. To accomplish this, leaders start by understanding their own strengths so they can share this knowledge with their team. Leaders can also benefit from understanding what this management style entails before attempting to implement a company-wide policy. Managers may also boost their team members' self-esteem and provide an insight into their own capabilities.

2. Highlight your own strengths

Assess your own strengths your best qualities by writing on a piece of paper. Before highlighting the strengths of team members, it's beneficial to highlight your own strengths. This can help you recognize specific areas of improvement when implementing a management style. Consider the specific skills you have that can encourage team members to learn to recognize their own strengths.

3. Write a list of ways to highlight strengths

Create a list of things you can do to put this concept into action. It's a good idea to make a list of practical actions that you can take to emphasize the talents of the team. This might include things like:

  • Focus on team member strengths during performance reviews.

  • Encourage team members to celebrate their strengths by helping them grow and develop.

  • Encourage peer reviews that highlight the strengths of their team.

  • Assign team members tasks or teams based on their strengths.

  • Brainstorm with team members about how they can use their strengths to help others.

  • Highlight the strengths of individual team members besides the team as a whole.

  • Request other leaders to consider their own strengths.

4. Set goals

Setting objectives when employing this type of approach might also help. Once you've made a list of ways to highlight talents, choose a goal for each one. This aim may be strategic, which means it is measurable, precise, actionable, timely, and realistic. A few potential goals you might set include:

  • Include two strengths for every area of improvement during team member performance reviews.

  • Have team members discuss the concept of management training with their teams.

  • Discuss this style of management during each interview.

  • Come up with two ways to celebrate team member strengths each week.

5. Test the plan

Once you've created a list of actions and goals, conduct some tests to see how well a system is working. This may help you determine whether implementing this management style has been successful so far. To test your plan, consider these steps:

  • Review the current status of the strengths-based system.

  • Determine whether you've achieved goals by reviewing the progress.

  • Determine whether the system is working by asking team members about their perception of this management style.

  • Evaluate the available measurable information against what you might like to measure.

Tips for implementing this management style

You can use the following tips when implementing this type of management style in the workplace:

  • Consider how strengths influence areas of improvement. For each area of improvement that you discuss with the team, consider how at least one of their strengths can help them improve.

  • Talk about strengths-based management. The more that you talk about strengths in the workplace, the more team members may feel comfortable doing the same. Make it a priority to discuss strengths more often than areas of improvement.

  • Make strengths a part of the hiring process. By focusing on strengths in the hiring process, you can manage expectations and company culture with all potential team members. This means focusing on the strengths of potential candidates when interviewing or considering new team members.

  • Create teams with strengths in mind. Creating teams with strengths in mind allows you to optimize the best skills of each team. This allows you to create teams that are more likely to work well together and have the skills to complete company projects.

  • Help team members learn to recognize their own strengths. A part of implementing this management style is helping team members uncover and learn to recognize these strengths on their own.

  • Focus on the potential of some team members. Some team members may have strengths they're not even aware of yet. You can help them focus on potential, adjusting their mindset from their areas of improvement.

  • Give continuous feedback. When team members show their strengths, provide them with regular feedback so they know how to continue this behaviour. You can create a culture of continuous feedback by asking for it from both peers and managers.

  • Create ways to recognize team members' strengths. You can publicly recognize team members when they show talents in the workplace. You might also create internal awards that recognize specific achievement.

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