Quais são as melhores formas de identificar os pontos fortes e fracos da sua equipe?

Beware the lure of Type tools or those that just look at Strengths! These only look at a restricted areas of personality and although it feels great to have a simple 4-box model / set of colours to describe your team it is reductionist and can lead to people to make assumptions about themselves or others that reduce effectiveness. It's more complicated to understand but a Trait tool will give you a more nuanced understanding of how the individuals contribute to the collective effort. We can all learn to manage our own 'factory-settings' of personality and it's important to know which strengths are underpinned by personality and which are more fragile and are learned but take more energy to sustain because our natural setting is different.

Self-assessment tools can play a crucial role in identifying strengths and weaknesses by providing a standardized framework for team members. These tools establish a common language, enabling employees to articulate their strengths and areas for improvement while also separating the behavior and the person. They challenge our assumptions and create a broader understanding of diverse experiences. By encouraging individuals to reflect on their skills and behaviors, self-assessment tools facilitate a deeper insight into our strengths and weaknesses.

Measure how effective the team perceive their teamwork to be. The Team DyNAmics Model and Report measure overall effectiveness, and effectiveness in 16 areas of teamwork. This enables teams to be aware, and celebrate what is working well, whilst also being aware of their challenges. This enables them to agree practical solutions to implement and overcome challenges, and in doing so become more effective and achieve greater success.

I love the language and simplicity of colour profiling. I use it loads in 121 coaching and team building sessions - building self awareness is critical for success, understanding strengths as well as ‘watch outs’ for individuals and the team overall. It’s important to recognise that any tool is a prompt to start reflection and discussion, not to live your life by! 😀

I have led multiple teams and here are tools that have worked for me: 1. Open communication - have 1:1 sessions and monthly performance reviews to understand and know my team better while providing them feedback. 2. Based on their interest, give them projects and opportunities and measure their progress to identify their strengths and weaknesses. 3. Team building activities where I can evaluate everyone's strengths and weaknesses.

- Self assessment may help -SWOT analysis -Study and identify technical expertise of team members - Observe team member's interest -Find out the areas to be improved

In my experience, THE best tool for identifying strengths and weaknesses is the Gallup Strengthsfinder test. This provides a simple framework, a common language and a clear path forward when looking at strengths in action. Not sure where to start? Message me and I will happily share any thoughts and top tips for the Gallup platform

An assessment tool that I have found helpful is the Kolbe A. It measures one’s instinctive approach to doing things. I find that in bringing a team together understanding Kolbe A scores helps me develop a team that compliments skills and approaches to projects that creates positive results. It’s also helpful to get a look at personal instincts in your way of doing things. Very helpful!

Encouraging team members to pursue their passions enhances motivation and creativity, boosting overall performance. Aligning tasks with personal interests and recognizing the value of individual contributions fosters a sense of purpose and belonging. Leaders should facilitate this alignment, creating a productive and fulfilling work environment where each person's work feels meaningful and contributes to collective goals.

Observation is by far the most useful way to identify your team's strength and weakness apart from their performance. The way your team members react to change, interact with others in team, handle conflict and other dynamics in the team is a great indicator of their strengths and weakness

Estas observaciones permiten visibilizar al sujeto real en su práctica diaria. Por esto la importancia de la congruencia y coherencia. Que las acciones y conducta hacia otros reflejen al ser íntegro y real.

SWOT Analysis by far is one of the most effective tools to identify a team's status quo. It helps to indicate the laggards effectively and work on them through continuous status checks and feedback

I like to observe the team in action and may give them tasks to complete…so for instance staff were asked to present on their subject to the rest in 15 minutes. It was amazing to feel the enthusiasm

I am a big fan of observing team interactions. That stated, it is important to be careful when doing those observations. It is really easy to draw inferences about behavior that may or may not be accurate. I spent a good bit of time learning about nonverbal behavior and what to look for and how to do it properly. Lastly, any observation has to be followed up with very candid conversations with those you are observing.

Case simulations, role plays give a glimpse of problem solving, planning, execution and communication skills. Each one has their own ways of doing it and observing the team member helps in understanding each other, having each others back in testing time and to support each other. Giving feedback regarding one's observation in a respectful way aids in developing team bonding and creating a safe space at work while encouraging each others professional and personal growth.

I agree with this. Always remember a happy team is an effective team. Sometimes there is a member of the team causing issues, not being solution based, creating trouble. This can be easy observed and then acted on.

From a systemic point of view: facilitate the team in talking to each other, not about others, not about "non-performance" and other scapegoating topics. Try to establish a culture of open discussion and invite everyone to observe and share, learn and improve together. Try to focus together on the improvement of your team system, not the improvement of individuals only.

J'aime me focaliser sur ce qui est positif car en faisant cela on active la motivation et l'énergie de l'action. Alors, nos faiblesses ne disparaissent pas mais au moins elles diminuent de l'importance et on ne reste pas coincé dans le marasme 😉 Je proposerais un outil à l'équipe pour cela (tiré de la démarche appreciative): "chacun partage un souvenir d'un projet, d'une action collective dans lequel il s est senti pleinement engagé, pleinement à sa place et motivé. Qu'est ce qu'on a réussi collectivement ? Quelles compétences on a mis en place ? Qu'est ce qu'on aimerait encore plus à l'avenir ?" Voilà un exercice énergisant qui donne la patate collective et qui soude l'équipe !

I actually conducted a SWOT analysis on myself. It was my way of identifying my strengths and weaknesses. It was my way of focusing on my circle of control. I turn my attention on myself and my growth and development. By helping myself, I help my team as well.

Breaking SWOT analysis will create deepening analysis on how to find out strength and weakness... Strength will be the added values in order to overcome the challenges found in weakness where this will create further opportunity to improve team current situation for better achievement

It is a good basis to work off. However don't get trapped in the SWOT spiral. The strength of the SWOT is also recording the conversation getting to the outcome of why it is a strength or a weakness. The SWOT is a good documentation of that moment in time and you can come back to it. However teams should move on from the SWOT to acting on their findings.

SWOT feels a little restrictive but when one looks at Strengths with different perspectives like how one could bring a SMILE to a client, what kind of unique SUPPORT one can provide to the team & so on. Breaking the Strengths, Weaknesses, Opportunities & Threats into broader words which helps one identify easily & effectively. This is called as SWOT with a twist and it could also work really well if team members do it and then there's a discussion around it with an activity.

As per my perspective the best way is Swot Analysis and Johari Window, which will make the team aware about themselves and how they can align their core with the organisations goal and Johari window will make them aware about themselves and other team members for better performance and communication.

The concept of SWOT which reflects evaluation of "strength, weakness, opportunity & threat" - remains one of the most pivotal approaches to strategic planning and analysis in business and organizational management. In a more specific context, SWOT analysis provides a valuable opportunity to pinpoint crucial strengths and weaknesses, while also highlighting potential opportunities and threats that may arise from human intervention of team members in any given work space. The result of a thorough SWOT analysis typically leads to the identification of strategies for continuous improvement and the allocation of necessary resources for effective human capacity building and development, ultimately aiding in the achievement of set goals.

Doing SWOT analysis would definitely be astrong way to self analyse. Especially trying to navigate and mitigate ones intentions going forward.

L'analyse SWOT est très efficace, toutefois lors de l'exercice il est important de rester focus sur le sujet de l'analyse, Afin d'avoir un retour global, je recommanderais de faire l'analyse par département ou équipe et ensuite de faire une session commune en analysant les interactions entre différents départements et aussi du point de vue général. Ainsi vous savez sur quoi vous devriez vous améliorer

Desde mi experiencia personal, el análisis DAFO es como una brújula personal y para equipos, guiándonos a través del vasto terreno de habilidades y desafíos. Al destacar las Fortalezas, Oportunidades, Debilidades y Amenazas, nos proporciona un mapa claro para optimizar nuestras fortalezas y superar nuestras debilidades. Es como un espejo que refleja el potencial sin explotar y nos señala los caminos para el crecimiento conjunto. ¡Un aliado invaluable para potenciar el rendimiento! 🚀 Equipos exitosos = DAFO

Using a SWOT analysis with a team can be very empowering for the participants. When participating in the analysis, the team is engaging together in a safe environment to identify what works, what doesn’t, and what is the success potential of the Team. This can be a preferred strategy as opposed to a facilitator conducting an analysis in isolation. A team’s buy-in to the process and the results is critical to the team moving forward towards the successful achievement of their goals.

Identifying your team's strengths and weaknesses starts by understanding each member as a unique fingerprint within the collective. Recognize that motivation varies: some are self-driven, others thrive on frequent boosts, and preferences between recognition and monetary rewards differ. To discover these nuances, consider a condensed approach: Skill Swap: Quick sessions where everyone shares a skill, highlighting individual strengths and learning opportunities. Feedback Loop: A round of constructive insights, offering a mirror to both strengths and weaknesses in a light-hearted manner. Challenge Quest: Short, out-of-comfort-zone tasks that reveal hidden potentials or areas for improvement.

Excelente herramienta para implementar cuando un equipo han tenido una trayectoria de trabajo conjunta y es necesario habilitar espacios de mejora que permitan el autoconocimiento y desarrollo personal. Para esto se requiere confianza y sinceridad con uno y con los demás.

Johari window is the best tool to understand one's finer nuances of personality. What we choose to disclose to others & withhold from others becomes a conscious choice once we work on the 'open area and hidden area'. Our family, friends & colleagues [preferably worked for fairly long time] can give us deeper insights about our 'blind area'. Once we are aware about it, we have choice to work on it in order to achieve our potentials and bring in harmony in our personality & our relationships. Discovering our 'unknown area' is the most fascinating part of Johari window. One may take time to discover this part, counseling/ psychotherapy can be like catalyst to access this region that we have seldom given any thought about & is like a ocean bed.

La coach professionnelle que je suis ne peut qu'approuver l'usage de la fenêtre de Johary qu'il s'agisse d'une analyse personnelle et/ou collective. Prendre conscience que chacun a sa zone privée et mystère peut aussi dédramatiser certaines situations dans les échanges, comme de prendre conscience que de nouveaux sujets sont dans le Je public. C'est un modèle qui s'adapte à l'infini.

One approach is for each team member to collect feedback from at least five different stakeholders, both external and internal. During our team coaching process, we used the following questions: What are 3 things I excel at as a team leader/member that I should definitely continue? How do these strengths contribute to the success of various stakeholders (myself, the team, the clients, etc.)? What are 2 areas where I could improve or do more as a team leader/member, and how could these improvements benefit various stakeholders (myself, the team, the clients, etc.)? Listen attentively and avoid disputing their comments, even if they offer excessive praise or suggestions that seem unnecessary. Remember to show appreciation and gratitude.

Combine 360 review with self reflection to get feedback from key stakeholders - direct managers, colleagues, extended team members, etc.

Los puntos de referencias externos son importantes, pero poner foco en todo lo explicitado anteriormente lo es más- Si un equipo se encuentra constituido y comprometido, los puntos de mejora se verán reflejados en las proyecciones y el modo de trabajo que tengan hacia los clientes. El foco siempre será fortalecerlos y habilitar su autoconfianza y autoconocimiento.

Vous pouvez faire évaluer votre équipe par vos partenaires clients, vous pourriez le faire par semestre ou par an. Pour le faire, identifier les critères que vous souhaitez évaluer et concevez un questionnaire. Faites le plus simple possible et le moins long. Attention à ne pas confondre évaluation d'équipe et évaluation de l'entreprise. Si vous tenez à faire les 2, faites le en section

Watch for high EQ when they communicate. Watch what they’re actually doing with their use of time. Listen to what they say about their teammates. Look for humble, hungry, and smart moves for the team.

L'approche qui semble être particulièrement appropriée dans le feedback est de demander des points de vue externe. 2 façons de faire : 1. Plus standardisée via des outils de feedback 360 et anonymisés. 2. Plus empirique et néanmoins efficace, les demandes de feedback par email sur la base d'un questionnaire envoyé : Aux collègues de proximité Au manager Au N+2 Aux collègues d'autres équipes avec lesquels le collaborateur a déjà travaillé Aux collègues avec qui la personne n'a jamais travaillé On peut l'étendre à la sphère privée pour détecter ses forces x points d'optimisation dans une autre posture, qui comporte moins de masques / de filtres.

Seeking external perspectives, such as feedback from clients, stakeholders, or external collaborators, is crucial for a well-rounded assessment of team strengths and weaknesses. External viewpoints offer insights not always apparent internally, highlighting areas of effectiveness or potential blind spots. This feedback can provide valuable context on how the team is perceived, helping to identify strengths that might not be self-evident and weaknesses that may require attention. Incorporating external perspectives enhances the overall understanding of a team’s dynamics and performance.

Ask to external relations is very interesting to perform analyzes to reach a singular position between competitors. It is getting to replace company on its values.

ASK THE TEAM. Nobody know what people are good at as well as the people with whom they are interdependent. Try the plus/delta approach: what would they note as exceptional or reliable, and what do they wish that person would work toward changing. Let them speak their own language when you go foraging for insights. Leverage their bottom up, middle out knowledge. Ask for their help translating from their language to leadership language.

Conduct a systemic inquiry and social learning which can lead to: ⚡️convergence of goals, criteria and knowledge leading to awareness of mutual expectations and the building of relational capital ⚡️co-creation of knowledge, which provides insight into the history of, and the means to transform, a situation. ⚡️change in behaviours that results from the understanding gained through doing,that leads to concerted action

Exchange visit is a good weapon too. You can reboot your platoon spirit. During the exchange visit, There is time for feedback, sharing idea and presenting solutions. We can build on our strength.

It’s helpful to ensure a business context when thinking about strengths and weaknesses…my teams have used these three areas to frame their results: 1. Standards (maybe values or ‘how I behave’) 2. Skills (how competent am I) 3. Performance (do I win?)

Find the oddball. The outlier. When you see someone in pain, THEY have the most potential. Encourage them and build them into a leader, or you may find yourself with an enemy.

If you REALLY want to work on your team... I would recommend all of the above strategies combined to give you a really strong assessment from which you can build a Team Performance Improvement plan.

I am a big believer that there is no cookie cutter model when it comes to strengths and weaknesses. Each person on a team has a ceiling they can reach. That means getting to know everyone individually and helping them get there.

Conocer las fortalezas de nuestro equipo de trabajo nos va a posibilitar, como responsables del equipo, sacar lo mejor de cada uno y destinar estas capacidades hacia los fines y objetivos empresariales. Para descubrir los puntos fuertes de cada uno de una forma dinámica y participativa puedes apostar por desarrollar en la empresa un taller de liderazgo. Este tipo de acciones, no sólo nos permiten identificar al líder del grupo, sino también nos ayudarán a discernir las fortalezas de cada trabajador a través de actividades y juegos, sin generar las habituales tensiones de evaluaciones directas.

Always ask what the team expects and the individual team members. Be open to using a person centered approach that allows for exercises of trust, honesty and a willingness to step out of their usual safe mode of operations. Create that setting of curiosity and that no way is the right or wrong way. Use the fail forward and use failure as a learning process and not a deterrent. Encourage failure as a way to reframe the hunger for an approval and success mentality.