An early-stage startup (or any company) needs all of these capabilities (and more) to succeed, but finding – and managing – them can be challenging.
For starters, our own strengths can blind us to the value of others’ contributions. For instance, if you’re decisive, you may perceive strong idea generators as “scattered” or “unfocused.” Yet, idea generation is critical for problem-solving, and premature decisiveness can lead to disaster.
So how can you find, appreciate, and manage the diverse talents required for success? Here are some ideas to get you started.
- Finding
Some intangibles, such as creativity and strategic-thinking, may be on a person’s resume, but may or may not be accurate. More likely you’ll need to discern. Assessments, such as Strengthscope®, CliftonStrengths, and VIA Character Strengths can improve reliability. - Appreciating
On a paper or computer file, create three columns. In Column 1, list what you perceive to be your own strengths. In Column 2, list the opposite of each of your strengths. In Column 3, describe the positive contributions of each strength listed in Column 2. (yes, the opposites of your strengths are also strengths!) - Managing
We unconsciously gravitate toward and reinforce people whose actions and opinions are consistent with our own.
Making the most of your team’s strengths requires making space for them to engage and mediating the conflicts that can result from diverse opinions. Six Hats, multi-voting, and scenario planning are just some of the tools for leveraging diverse perspectives.
When the ideal all-hands-on-deck-harmoniously-pitching-in-their-unique-skills type of team “just happens,” it’s magical. More often, intentional action is required.
Are you thoughtfully building a team with diverse strengths and then making the most of those strengths?
I work with both growing and established teams to help them identify and amplify their strengths.
