FaithRalston.com

Welcome to BOLD LEADERS newsletter.

This month I traveled to Las Vegas to launch my book PLAY YOUR BEST HAND! It was fun to see participants exploring their Diamond, Heart, Club, and Spade talents in this environment.

Las Vegas is an over-the-top city where I lost all of $3.00 before realizing that gambling just isn't my talent.

But what I did take away from Las Vegas was the fun of amazing shows, high energy, and hoopla. I saw the value of creating a fun environment for people to learn and explore their talents.

One of the best reasons to help employees focus on their talents is that it's FUN. This month's article encourages you to have fun and help employees brag about their talents and what they can offer.

In This Issue

Feature Article: BRAG! Help Employees Succeed

BRAG! Help Employees Succeed

If you had to assign a critical project to one of your employees right now, do you know who you would pick? Do you know which employee has the right skills and talent for the job? Who would really throw themselves into the project? Who is dying for an opportunity to prove themselves?

Not sure? That's understandable. If you're like most managers, you probably find it difficult to assign projects to exactly the right people. As a leader, you know it's important to align employee talents with business needs. However, it's not always easy to recognize what each employee can offer, especially when you have a full plate.

When evaluating the talents of employees, you'll probably encounter one or more of the following problems:

1. You don't know exactly where the employee can excel.

Many employees grew up being told that self-promotion is bad. They are told that good work is noticed on it's own and that bragging about their abilities is in poor taste. As a result, employees wait quietly for others to notice them, and may be overlooked because of their modesty.

2. The employee may not demonstrate noticeable interest in a work project.

Many employees are used to doing exactly what their boss tells them. This is great in a factory setting, but not so good when a manager is looking for initiative.

In today's fast-paced workplace, you don't want to waste time trying to figure out who is the best employee for the job. And the less you know about your employees' talents and interests, the more time it takes you to figure this out.

Wouldn't it be easier if your employees told you exactly what they are good at and where to use their abilities?

In my book, Play Your Best Hand, I urge leaders to ask employees to develop a contribution statement. Basically, a contribution statement is a short statement or 'sound bite' that clearly articulates the employees talents and what they have to offer to the organization.

Once employees create a contribution statement, you know what they love to do and where they can add value. Here's a few examples:

"I like to keep track of numbers. Call me when you need to know the real cost of a business decision. I can help you make sense of complicated financial statements."

"I am a creative problem solver who helps others implement their ideas. Call me when you have a sticky problem you want resolved. I can help you figure out a solution. I love to use my mind to tackle such issues."

You might know that one of your employees is good with numbers and finances, while another excels at creative thinking. Yet it's easy for this information to slip your mind just when you need it most. For leaders working in a fast-paced environment, it's critical to be reminded of talents and how each employee can help you achieve your goals.

Why should you ask your employees to develop a contribution statement?

• A contribution statement helps employees clarify in their own minds what abilities they can bring to the company.

• A contribution statement encourages employees to seek feedback about their talents.

• A contribution statement helps you decide who to delegate future projects to.

Assigning work to your employees can be difficult. Few workers are assertive about their interests, and even fewer think of the specific value their talents bring to the organization. No wonder it's so hard to choose the right employee for the job!

Ideally, you encourage employees to brag about their abilities. Doing so helps employees recognize their talents and translate these abilities into a "what's in it for you" statement that is meaningful to customers and co-workers.
By asking employees to create a contribution statement, you challenge them to articulate the value they bring. And knowing employee talents makes your job easier in the long run.Don't wait for others to recognize and appreciate your talents. Let them know what you enjoy doing and where you can add value.

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Tip for Success

Don't wait for others to recognize and appreciate your talents. Let them know what you enjoy doing and where you can add value.
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Have a delightful month!

Faith
President, Leaps of Faith, Inc. and Creator of Play to Your Strengths Talent System