Your strengths and weaknesses should reflect the requirements of the role. Ensure that you highlight your skills that are listed in the job description, and explain how you will gain or improve critical skills that you lack. In general, your strengths should be skills that can be supported through experience. For example, if you list communication as a strength, you may want to recall a situation in which you used communication to reach a goal or resolve a problem.
Your weaknesses can include a hard skill set out in the job description, provided that you emphasize your desire to acquire this skill through a course or program.
Similarly, listing a soft skill you lack should be supported with a plan to learn or improve this skill. While it is important to be honest about your weaknesses, there are a few traits that are not appropriate or beneficial to mention in a job interview. This includes tardiness, poor attention to detail, and an inability to meet deadlines.
I consider my leadership skills to be one of my greatest strengths. During my time as a department head, I successfully merged two teams and organized training programs for all team members to ensure that everyone was confident in their new role.
Thanks to my experience as an HR representative, I have gained excellent communication skills. I was responsible for facilitating informational workshops for staff members and mediated any conflict in the workplace. I have also completed a course on effective communication from UCLA.
And leave your dreams and connect with them. You must log in to post a comment. What is the main difference between knowledge, skills, competencies, talents and strengths? Indeed, assessing your strengths will enable you to: appreciate your self-worth, reinforce your values and your motivations.
This way, you will not be taken advantage of and you will find out early whether or not you are fulfilled by a career path, if you are performant or if you are made for leadership. Strenghts assessment becomes suddenly critical when accepting or refusing a promotion. A common mistake, that I have mostly noticed during performance reviews, lies in the fact that managers stress, more than often, the flaws of an employee and urge them to fix their weaknesses instead of pointing out their strengths and placing them where they would be more productive.
Extend the vision of yourself, the limit of who you are and what you can do. Be adventurous and step outside of your comfort zone. How to quickly find your strengths? But if you pay close attention to your everyday, you will be able to discover or rediscover them: by renewing your thought pattern.
Make up your mind not to live your life on the side walk. Most people spend time improving their flaws and not their strengths. It is clear that they would have been further if they did otherwise. I usually spend my time reading entrepreneur, management and leadership books and blogs at any hour of the day.
There will certainly be a discrepancy between what people think of me, what I think of myself and who I really am. Stay away from yes men, undermining people or groups who hide your strengths, highlights your weaknesses and constantly criticize your work. Work gradually on yourself and you will be able to build a career more successfully on a strength.
Next, we will seek to answer the question Why is it important to know the strengths and weaknesses of employees? Something that as an employer or manager you should know. Certainly the importance of the development of human resources in the company is essential. Given this, managers must take into account the conditions of their employees. For that reason, keep reading the information below.
Like anyone, the employees of a company have their positives and their negatives. At the business level, more specifically in relation to capabilities, we call the positive aspects strengths, and the aspects to improve weaknesses. Knowing both facets is highly recommended to expand the capabilities not only of the employee but of the company at a general level.
Indeed, knowing your employees has advantages worthy of consideration for every entrepreneur. In this way, you assign the tasks for which your employees are prepared.
Not knowing the strengths and weaknesses of an employee often means that their abilities are not used. This occurs mainly when tasks that are difficult are assigned to him and those in which he excels are put aside. Clearly this must be avoided at all costs, as not only the employee will suffer, but also the company. Knowing the skills of the employee you can assign tasks in which he excels , saving time and improving productivity.
In turn, the employee will feel better, since he is doing a job in which he can offer his full potential.
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