Individual Strengths/Organizational Strengths

I am sure many of you are familiar with Marcus Buckingham and Donald Clifton’s book, “Now, Discover Your Strengths.” The book is based on extensive research by the Gallup Organization.

The book is typically spoken of as a book about individual development. It certainly is a “must read” for everyone who is concerned about his/her individual effectiveness

But, this book should also be “must” reading for organizational leaders and organizational consultants who are concerned about organizational effectiveness. Let me share a few reasons why.

First, only 20% of the people interviewed by Gallup believed that their organizations utilized their strengths. That means 80% of most employees are not utilizing their strengths to benefit the organization, or themselves.

Second, most companies are operating with a fix-the-weakness “developmental” model, instead of helping employees develop their God-given talents. Trying to develop workers for jobs in which they have no natural talent is like “trying to teach a pig to whistle.”

Many years ago, when I was a bank executive, I worked with a retired Army colonel who told me, “Trying to teach a pig to whistle is a lose/lose situation. It frustrates you, and it annoys the hell out of the pig.”

What’s the message for organizations? The job description of managers has to be re-written. Managers must help subordinates discover their strengths, and then help facilitate the development of those strengths. Then we will have a win/win/win situation for the manager, subordinate, and the organization.

To read more about individual development and its role in organizational effectiveness purchase a copy of my book, “Strategic Organizational Learning,” on my website www.mikebeitler.com at a 25% discount off of the list price. Please feel free to send me your questions, comments, and suggestions for future articles anytime.