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There are few things as dispiriting in an organisation (or anywhere for that matter) than to be constantly reminded of one’s weaknesses.

Most people have the plasticity to change, to improve themselves, but only if they possess the required innate capabilities, make the opportunity, and only if they want to.

But in the end, it is easier to find out what people’s strengths are and to use them, to help develop those strengths than it is to try to correct their weaknesses. Try as you might, you will find it difficult to get a cat to bark.

What are you doing to find your colleagues’ strengths and are you making use of them? Are you helping to develop the breadth and depth of their capabilities? If someone does not have any strengths that the organisation can use or develop, then what are you doing to resolve the situation?

Adapted from Peter Drucker, The Practice of Management.