Throughout this course, we learned first our own strengths, then we learned about other cultures, good stewardship and Humble Inquiry. In the future, I will use my strengths to assist me in all aspects of my life journey. I will use them when dealing with multicultural environments, I will apply them to taking care of our earth. When leading people, I will also couple my strengths with Humble Inquiry in order to encourage a positive and productive work space. In the beginning of the course we learned that focusing on improving weaknesses rather than focusing on using our strengths was not only forcing us to be something we are not, but also not allowing us to focus on what do well. An example of this is that a person who is great at selling
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How do we identify them and then how to we use them to our advantage? After taking a survey online, I have identified some of mine. Strengths Finder 2.0 identifies my top five strengths are adaptability, restorative, individualization, communication and strategic. With regards to these strengths, we can’t just expect our strengths to start off shinny and know how to use them to our advantage in life. We may need to build our strengths and learn how to make them better. Just because you are good at fixing thins doesn’t always mean you don’t need instruction with regards to being a great engine …show more content…
Schein (2013), discussed in his book about how if we could inquire instead of tell, it would not only open up the lines of communication between the manager and their employees, but would also create a more effective work environment. Leaders would show genuine interest in the wellbeing of their employees, and encourage participation through the art to inquiry. This helps to lower the power distance with in the office environment. When faced with a problem, rather than directing your employees how to fix it, you could ask them not only if they see it as an issue too, but discover what they would do to fix the problem. If at the same time, you empower them to solve the problem on their own, they will be more motivated and happy to be part of the
How do we identify them and then how to we use them to our advantage? After taking a survey online, I have identified some of mine. Strengths Finder 2.0 identifies my top five strengths are adaptability, restorative, individualization, communication and strategic. With regards to these strengths, we can’t just expect our strengths to start off shinny and know how to use them to our advantage in life. We may need to build our strengths and learn how to make them better. Just because you are good at fixing thins doesn’t always mean you don’t need instruction with regards to being a great engine …show more content…
Schein (2013), discussed in his book about how if we could inquire instead of tell, it would not only open up the lines of communication between the manager and their employees, but would also create a more effective work environment. Leaders would show genuine interest in the wellbeing of their employees, and encourage participation through the art to inquiry. This helps to lower the power distance with in the office environment. When faced with a problem, rather than directing your employees how to fix it, you could ask them not only if they see it as an issue too, but discover what they would do to fix the problem. If at the same time, you empower them to solve the problem on their own, they will be more motivated and happy to be part of the