5 Crucial Tips for Your First Strengths Team Meeting

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Stop guessing your natural talents. Find out your strengths now.

Strengths meetings – team meeting organised for employees to recognise and acknowledge each other’s natural talents, skills and personal strengths within the company – are rarely the same. Each meeting has a unique flow, depending on the team and company culture. Therefore there is no ‘right’ or ‘wrong’ way of hosting it. As there is no copy-paste template for such meetings, results of them can vary as well.

Some managers think that using any strength finder tool to find team talents will do the trick. Below we provide 5 recommendations on how to go beyond that and to get the best of the first team meeting on personal strengths, which is considered among the most powerful team building techniques.

1. Define The Goal of The Team Meeting and The Path to Reach It

2. Surface Strong Points

Considering the positive effect of being aware of each other’s personal strengths, your main role as the host is to make sure everyone has a chance to talk about their talents. It’s the space for your team members to talk – hence, you should primarily listen and highlight the strongest points highlighted for every team member.

If you notice someone struggling with this exercise, bring up a story which demonstrated an impressive skill of that person. It is not uncommon that some people have difficulty highlighting their own talents in front of colleagues, especially in the beginning.

3. Evaluate Opportunities for Applying Personal Strengths

4. Stay Focused

5. Express Gratitude

After the first team meeting, try to refer back to it in friendly conversations as well. Be attentive when an employee applies their personal strength and acknowledge it for an opportunity to apply positive reinforcement. If employees notice that they are appreciated for leveraging personal strengths, it will strengthen their confidence in themselves and in results they can deliver. A note of caution – do not forget that some employees feel uncomfortable if you excessively praise them publicly. Handle this situation with discretion and provide feedback on one-to-one basis when it’s more suitable.

Where to start your strengths meeting preparation? Use any strength finder tool or strengths test to identify natural talents concentrated in your team. You can take the HIGH5 Team Strengths Assessment and, keeping the above mentioned points in mind, you have a productive meeting with your employees about what they are naturally good at. Just make sure it’s not the only time you speak with your team about their talents. Strengths-based culture should be treated as a long-term investment that can address dysfunctions of a team. Strengths meetings need to remain part of the organization’s schedule. Then the whole organization will be able to reap fruits of the augmented effectiveness.

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It is an annual global award that honors managers who help their employees, teams and organizations thrive.