Michael Delich attended Bellevue University and the University of Nebraska at Omaha. He has been in the sales and marketing industry for over 40 years and has held various top positions during the course of his career. Michael Delich was the Vice President of sales and marketing at American Gramaphone Records, a company he helped sell over 25 million records through a unique business model he developed. Here are a few strength-based management tips you can use.
Capitalize on Your Team’s Strengths
If you have people with unique skills, chances are they will also have unique weaknesses. As a manager, you need to watch out that you do not waste your emotional energy complaining how your team doesn’t do their job properly. Instead, place your team members in positions where they can use their unique skills so that they can succeed. Focus on building up their unique skills, and you will not have to worry about correcting their “unique” weaknesses.
Focus Your Attention On the Best
Often managers feel that they need to give more attention to the underperforming team members than the top performing team members. The rational that is used is that the top performing team members can work on their own, but those who are weak need more help. However, the top performing employees are the ones who contribute the most to the success of the organization.
Creativity
If one of your team members is extremely talented in designing, it does not do any good to put him in sales. Instead, create a career path so that he can continue to do what he does best without trying to promote him into a management position that changes his line of work. Creating a career path for your top performing team members who wouldn’t do well as managers is management based on strengths.
Michael Delich has been in the management business for several years.
Source: http://www.ignitiongroup.com/guide/how-to-take-a-strengths-based-approach-to-managing-people/
Capitalize on Your Team’s Strengths
If you have people with unique skills, chances are they will also have unique weaknesses. As a manager, you need to watch out that you do not waste your emotional energy complaining how your team doesn’t do their job properly. Instead, place your team members in positions where they can use their unique skills so that they can succeed. Focus on building up their unique skills, and you will not have to worry about correcting their “unique” weaknesses.
Focus Your Attention On the Best
Often managers feel that they need to give more attention to the underperforming team members than the top performing team members. The rational that is used is that the top performing team members can work on their own, but those who are weak need more help. However, the top performing employees are the ones who contribute the most to the success of the organization.
Creativity
If one of your team members is extremely talented in designing, it does not do any good to put him in sales. Instead, create a career path so that he can continue to do what he does best without trying to promote him into a management position that changes his line of work. Creating a career path for your top performing team members who wouldn’t do well as managers is management based on strengths.
Michael Delich has been in the management business for several years.
Source: http://www.ignitiongroup.com/guide/how-to-take-a-strengths-based-approach-to-managing-people/
