UXL Blog

As a leader, it can be easy to get swept up in the excitement of change. We might attend a conference or discover a new program and want to implement what we’ve learned in the workplace. But large changes might seem more daunting than exciting to your team. Where you might see innovation and opportunity, they might see more work and tension. Or they may wonder what was so wrong with the old system. Rather than overhauling the system, there is a better approach to change. 

Building on Strengths 

Even in a flawed system, there are usually elements that work. Maybe a software program isn’t as efficient as it could be, but it’s easy to use. Or maybe your team is great at brainstorming new ideas, even if they never get implemented. Or perhaps individuals have many skills and strengths, but they do not tend to collaborate well with others. It’s a good idea to look for strengths before considering a complete system overhaul. Even if everything doesn’t work perfectly, you’ll likely find some elements that do work just fine. 

Once you’ve identified the positive skills, habits, strengths, or attributes of your team, you can begin building on them. If the team is excellent at coming up with creative ideas, lean into that. Convey that you appreciate their talents and get them excited about stretching those skills even further while developing additional skills, such as time management or attention to detail. Set aside time for your team to really shine while also asking them to try something new. 

When people are in their element, they are more likely to be open to constructive feedback and additional asks. Additionally, your team will probably be more willing to make changes when they play an active role in deciding how to approach the change.

Thinking about the creative team from the above example, you may challenge your people to come up with five potential solutions to improve meeting deadlines. Or you could ask them to brainstorm ideas for more effectively collaborating with the data analytics department.

Another part of building on knowledge and abilities involves language. Instead of focusing on and talking about deficiencies, start talking about positive traits that can be made even better. In the improv comedy world, the phrase “yes and…” is commonly used. Essentially, when someone is presented with a new, improvised situation, they can keep the scene going by accepting what is happening and building on it. This can create a back and forth that moves the action forward in new and often unexpected ways.

“I see you have a parrot.”

“Yes, and his name is Bill.”

“Yes, and I noticed he has a special diet of spaghetti and meatballs.”

“Yes, and he sometimes hosts pasta nights for his friends.”

This is a silly example, but the main idea is this: accept your team’s positive attributes and talk about how to build on them. 

Yes, the team is great at customer service, AND they can use that skill to reach new markets.

Yes, the team is comprised of excellent individual performers, AND they can brainstorm ways to work better as a team.

The point is to leverage the skills and knowledge your team already has to make productive changes. Start noticing your people’s skills, tendencies, and attributes. Think about goals and areas of improvement. Then, work with them to co-create solutions to take the team to the next level. This is about building on what already exists, not starting from scratch.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

Tags: build on team's skills, building better than creating, developing team strengths, leadership and skill development, margaret smith leadership, Margaret Smith LP of Insights