As leaders, we have to pay attention to each of our team members and learn to hear what they’re saying – even (or perhaps especially) when they are not saying much. If we’re doing a good job of supporting and engaging on an ongoing basis, we’ll get to know our team members’ communication styles and hear about what’s going on for them – at work, at home, in their lives – and can incorporate this into our work with them. When someone who is usually enthusiastic starts to be listless or quiet, we are responsible for exploring that with them.
The Gifts of Imperfection is from Brené Brown – author, researcher, and personal growth magnate (and TED talk star) – and describes some of her own personal growth and reflections on self-acceptance, past guideposts of authenticity, resilience, creativity (among others). These encourage and enable self-reflection by the reader along a similar path to recognize and celebrate (not just accept) one’s own vulnerability and whole self.
I’ve started a new lunch-and-learn series, the first of which is about goal setting. This based primarily on my previous posts on this topic, incorporating some new ideas based on reading and reviewing my own goal setting approach. I’ve been making new year goals and resolutions, along with setting priorities, for several years, I’ve incorporated the anti-resolution approach to reducing the behaviours I don’t like or am not proud of. So far, around 100 people have attended and participated, and the feedback has been positive. My objective is to enable others to establish for themselves their own goal and resolutions and have a better chance of achieving those.
I’ve written previously about strengths and strengths-finding and cultivating strengths. When I first started focusing on strengths with my coach, I was concerned that I was missing something by ignoring (or focusing less, anyway) on my weaknesses. But this seemed to be standard in a strengths-focused approach. I think the thinking is that weaknesses are typically less about character and more about skills; the latter can be improved by training. Also, building on strengths is not about changing but capitalizing and weaknesses are (potentially) off-set by strengths and so will be overcome somewhat naturally. I think this latter point is incorrect, as ignoring or failing to recognize a weakness can make it worse or at least leave it vulnerable.
I was intrigued to read this article, as I'm always on the lookout for ways to build on strengths but also to understand and mitigate weaknesses. Sometimes you can have too much of a good thing - strengths can become overwhelming if applied incorrectly or overdone. By developing complementary skills, you can work towards balancing strengths in ways that enable you and your teams to be highly effective and keep people engaged and performing.
Who is Robyn?
My career as a research project manager is rewarding, dynamic, challenging, and fun. I'm looking forward to sharing my knowledge and experience in communication, organization, and common sense approaches in research management and leadership, and to enabling others to learn and grow in this exciting career.