The Most Challenging Job: Why Investing in Strengths-Based Approaches is Essential for Emerging Leaders
Managing a team is one of the most challenging roles within any organisation.
Shockingly, only 10% of managers in the total workforce are seen as great managers, leaving 90% not so great.
Isn’t it time to do something different?
When will we acknowledge that there is something broken in how we’ve been leading people?
Why not take action and have our emerging leaders learn new habits from the 10% of great managers?
In Australian workplaces, where “mateship” and collaboration are vital, the role of a manager becomes even more critical. By adopting strengths-based approaches, such as Kintsugi Leadership, managers can create cohesive and high-performing teams.
The Manager’s Dilemma: Balancing Multiple Responsibilities
Managers wear many hats: leader, mentor, coach, problem-solver, the go-to person to put out all those “work” fires and often are the breadwinner. They must meet business objectives while ensuring their team remains engaged and productive, often managing upwards, downwards, and sidewards in all directions. This frequently creeps into family and personal time, just to keep afloat to fight another day.
No wonder they are the most burnt-out group in the workplace. It makes you wonder… if they are the most burnt-out group, what is the domino effect on us as employees?
Here is a scary fact…. In a Gallup 2023 report, the global stress level (stress means an increase of negative emotions such as anger) is at 44%. Australians and New Zealanders top that at 47% making us the highest stressed-out country in the world! (More on this in next week’s blog on how this is impacting us in terms of loss $$$)
Strengths-Based Approaches: A Modern Management Solution
Let’s face it – traditional leadership programs are a bit like a confusing buffet. They focus on fixing defects – weaknesses. So they try to shove every leadership style imaginable onto your plate without really understanding who you are as a leader. Are you a strategic leader? An executor? A high influencer? Or someone who prioritises relationship building? Is it so bad to lead with a style that comes most naturally to you?
Strengths-based approaches identify and leverage each team member’s natural talents. This approach is rooted in the belief that individuals are more productive and engaged when they use their strengths. In Australian workplaces, strengths-based approaches foster a culture of camaraderie and mutual respect, enhancing team performance and workplace satisfaction.
Strength-based approaches aren’t about forcing everyone into a mould – they’re about identifying and utilising the natural talents that each person brings to the table. Imagine if your team wasn’t just a collection of individual pieces, but rather a beautiful artwork, each person contributing their unique qualities. This is the essence of Kintsugi Leadership,
Kintsugi Leadership: Embracing Imperfection
Kintsugi Leadership, inspired by the Japanese art of repairing pottery with gold, highlights the beauty of imperfection and resilience. A Kintsugi Leader is self-aware, acknowledges their weaknesses or “lesser themes,” and leverages their strengths to build a stronger team. This approach aligns well with Australian values of mateship and mutual support, creating a balanced and effective team dynamic.
We have a dedicated blog on How KINTSUGI LEADERSHIP can transform WORKPLACE.
The Increasing Importance of a Best Friend at Work
As an employee, are you feeling a bit isolated with no one to have a coffee or tea with? Especially in today’s remote and hybrid world, fostering that sense of connection and camaraderie is more important than ever. That’s why it’s good to have a Best Friend at Work no matter where your office is.
The importance of having a best friend at work has grown significantly, especially since the pandemic. Gallup data shows that employees with a best friend at work are more engaged, productive, and loyal. They are seven times more likely to be fully engaged in their jobs. Best friends at work provide essential social and emotional support, helping employees navigate the complexities of remote and hybrid work environments.
This concept ties directly to the Australian value of mateship, where close, trusting relationships are highly valued. Strength-based approaches tap into that same sense of trust, respect, and mutual support, creating a team that thrives together.
Key Benefits:
- Increased Engagement: Employees are more committed and engaged when they have strong workplace friendships.
- Enhanced Performance: Best friends at work help each other stay informed, accountable, and motivated.
- Stronger Connections: These relationships foster a sense of belonging and support, critical in both in-person and virtual settings.
Despite these benefits, leaders face significant challenges in supporting connections and friendships among a physically distant workforce. In the U.S., only two in 10 employees report having a best friend at work, highlighting the need for intentional efforts to foster these relationships.
The Emerging Workforce: Millennials and Gen Z
The workplace landscape is dynamically changing, making it tough for managers. Millennials and Gen Z are rapidly becoming the dominant force in the workforce. If you, as a manager, are not attuned to what these two groups want and need in the workplace, retention rates could spiral downward.
The World Economic Forum predicts Millennials will make up 75% of the workforce by 2025, with Gen Z hot on their heels. These generations crave collaboration, not micromanagement. They want flexibility, not a rigid 9-to-5 schedule. And above all, they seek meaningful work, not just a paycheck.
This shift underscores the importance of adapting leadership styles to meet the needs and expectations of these generations, who value collaboration, flexibility, and meaningful work.
Here’s the good news: you don’t need to become a TikTok trend expert to connect with these generations. You can achieve this by building genuine connections, having meaningful conversations, create a workplace that gives team members opportunities to connect at work and outside of work. Be their coach, not their boss by guiding them towards work that leverages their innate strengths.
Practical Steps for Implementing Strengths-Based Approaches
To successfully implement strengths-based approaches, emerging leaders can follow these practical steps:
- Conduct Strengths Assessments: Use tools like CliftonStrengths to identify team members’ strengths, providing a foundation for effective role alignment.
- Align Roles with Strengths: Ensure that each team member can use their strengths in their daily tasks, enhancing job satisfaction and productivity.
- Promote Workplace Friendships: Encourage the development of best friends at work through team-building activities and open communication.
- Provide Ongoing Training and Development: Invest in continuous learning opportunities to help team members refine their strengths and explore new areas.
- Celebrate Successes: Recognise and personalise individual and team achievements, reinforcing the value of strengths and fostering a positive work environment.
- Embrace Imperfections: Being perfect is an illusion and so overrated. As a Kintsugi Leader, showing your vulnerability, that you do not have all the answers, that you appreciate your teams’ strengths… This is what humble, servant leaders do. They are drawn to talent, surrounding themselves with people who make them smarter. As Adam Grant said it best “Great leaders grow talent. They strive to make everyone in the room smarter.”
According to Gallup, teams led by managers who focus on strengths-based approaches are 21% more likely to be engaged and 17% more productive. This underscores the importance of investing in programs that develop these essential skills.
Picture this: You’re a conductor leading a talented orchestra in Australia’s vibrant music scene. But instead of each musician showcasing their unique strengths – the violinist’s soaring melodies, the percussionist’s driving rhythm – they’re all stuck on the same instrument, just like in this image. Frustration fills the air, and the beautiful music you envisioned remains unrealised.
This, unfortunately, reflects the reality for many Australian teams.
A whopping 85% of employees feel their strengths aren’t fully utilised.
Conclusion
Managing a team is undeniably challenging, but adopting strengths-based approaches can create a more positive and productive work environment.
As an emerging manager – you have two choices.
Option 1: Do nothing – be not in control and “hope” something magical happens.
Option 2: Do something – be in control that move towards positive change to make things better.
Managing is challenging, but by using the right strategies and leveraging your team’s natural strengths, you can achieve your goals and drive success.
Investing in leadership development programs, such as SATORI ATTITUDE Plus Strength coaching, helps managers develop the skills needed to lead effectively and build high-performing teams in Australian workplaces.
By focusing on individual strengths, fostering workplace friendships, and embracing imperfections, managers can cultivate a culture of collaboration, resilience, and mutual respect, ultimately driving organisational success.
At Satori Connect, we offer comprehensive programs dedicated to helping managers and teams leverage their strengths and achieve their full potential. Contact us today to learn more about how we can support your journey towards strengths-based leadership.
Ready to transform your leadership approach? Reach out to us now and start your journey towards a more engaged and high-performing team!
FAQs
What are strength-based approaches in leadership?
Strength-based approaches focus on identifying and nurturing an individual’s inherent strengths rather than correcting their weaknesses.
How can strength-based approaches benefit Australian leaders?
These approaches enhance self-awareness, build confidence, improve team dynamics, and foster a positive workplace culture, leading to more effective leadership.
What challenges might arise when implementing strength-based methods?
Challenges include resistance to change, potential scepticism from traditionalists, and ensuring programs are inclusive and diverse.
What tools are available for strength-based leadership development?
Tools like CliftonStrengths along with online resources and professional development workshops, are popular options.
How can organizations measure the success of strength-based approaches?
Organizations can measure success through key performance indicators, long-term benefits analysis, and success stories from implemented programs.
