3. These slides are just samples.
You can download full version of
these PPT files at :
www.HR-management-slides.com
4. Now, Discover Your
Strengths is written by
Marcus Buckingham, a
management consultant
with the Gallup
Organization. This book
reviews how to find and
optimize the potential
strengths that exist
within us.
5. According to Marcus Buckinghan people
often focus more on what they lack; and
then spend time and energy thinking
about and making up for that
shortcoming. Such a weakness-based
approach is not effective in achieving the
high-performance of professional life.
6. HR managers in companies also often
use the same approach: what is the
competency gap? What are their
employees weaknesses? And based on
this competency gap method, they then
developed a series of training programs
to cover the gap (closing competency
gap). This weakness-based approach is
NOT EFFECTIVE for building superior
human resources.
7. An approach that
focuses on a
competency gap or
weakness will make
someone fail to
optimize HIS
STRENGTH. He will
instead be busy
covering up his
shortcomings. His
potential power was
forgotten.
9. Instead of spending a lot of time thinking
about flaws; it is much better to allocate
energy to realize our full
potential power.
10. Many people fail to
find and realize their
potential strengths,
because they are too
busy thinking about
what their weaknesses
are. Their mind was
more obsessed with
weakness; instead of
strength.
11. Then, how to identify
the potential power
that is within us? Here
are the three
indicators....
13. Past experience of success, however
small the scale of this success, is an
indication of your potential strength. For
example, someone is involved in a
successful project, and from there he
feels he is a pretty solid team player. Or
someone managed to do a good
presentation, this could be an indication
he is a good public speaker.
14. Or another example: someone has
succeeded in writing and building a blog;
so he felt that one of his potential
strengths was in writing down ideas
systematically.
15. These experiences of success, though
small in scale, provide clues about the
potential direction of the power that lies
within us.
17. A person usually has potential strength in
the field that he really likes. Or in a field
that really interests him.
18. • Someone who likes the world of
marketing, may have potential strength
in that field.
• Someone who has an interest in the
world of programming, may have an
advantage in that field.
• Likewise, someone who likes the world
of research, may have potential
strengths in the field of research.
19. On the other hand, a person may not
have potential strength in an area that he
or she is less passionate about, let alone
one that she hates.
20. • Someone who doesn't like the world of
accounting, probably doesn't have the
talent and potential for excellence in
that field
• Someone who doesn't like the world of
machinery and engineering, probably
doesn't have potential advantages in
that field.
21. In the career world,
there are the 6 types of
INTEREST that
determine the choice of
profession.....
22.
23. Realistic TYPE ️ Have interest in a world
that is stable, systematic, and full
calculation. Example of professions :
engineering, production manager, quality
specialist, etc.
Investigative TYPE ️ Have interest to the
science world. Example of professions :
researcher, book writer, journalist.
24. ARTISTIC TYPE ️ Have interest to artistic
world . Example of professions:
photographer, musician, player film, design
graphic, designer fashion, etc.
Social TYPE ️ Have interest for building
social connection with others; cooperative
and tend to help others. Example of
professions: teacher, counselor, therapist,
public relation people
25. Enterprising TYPE ️ Have interest in
management of an organization and
adventure. Example of professions:
Entrepreneur, management consultant,
sales and marketing manager.
Conventional TYPE ️ Have interest in the
area that is practical, organized, and logical.
Example of professions: finance, banking,
world production, etc.
28. • For example, there is an employee who is
recognized as having advantages in the
area of persuasive communication skills
and solid social skills.
• Or there are other employees who are
always a reference in the process of
making systematic presentation materials.
• Or someone who is considered as an
expert in the world of programming.
29. 3 Steps to Increase
the Potential Power
within You......
31. • Find the potential strength that exists
within you, based on the three
indicators that have been reviewed
above, including:
• Past success experience
• Interest and passion in this field
• Strength discovered by the
colleagues
32. Understanding what our potential
strengths are becomes the first step to
optimize our strengths
33. We will not be
able to formulate
self-improvement
steps properly if
we do not
understand what
our potential
strengths are.
34. Step 2: Formulate a Strength
Development Plan
(Strength Optimizer)
34
35. After understanding what our
potential advantages are, the next
step is to formulate a
development plan so that our
potential strengths are further
honed, and grow to be more
competent.
36. The power potential development plan
should contain the following points:
• What are the skill improvement targets
that you want to achieve? It is better if
the target is clear and specific.
• How will you carry out the process of
improving these skills? When, where,
and with whom?
37. Examples of skills improvement targets :
• Able to write business reports
systematically and accompanied by
complete and accurate data.
• Able to compose a comprehensive digital
marketing plan, accompanied by
measurable indicators of success.
• Able to conduct effective coaching sessions
with subordinates, so that the competence
of subordinates will increase.
38. The process of
improving skills
should be
attained through
the method of
learning by doing
(ie direct learning
method with real
practice)
41. The potential of our strengths grows
and becomes real, when we
successfully carry out a constant and
sustainable self-development
process. In this third step, we need
to evaluate the results of improving
the skills we have done in the
previous step.
42. In the evaluation, the following points
are reviewed:
• Have the skills improvement targets
been achieved? Is there really any
positive growth in our key skills?
• If not, then what corrective steps
should be taken to make the skills
improvement process more effective?
43. The 3 steps to increase the potential
power within us:
1. Identify what is the potential
strength within us
2. Carry out the process of improving
skills to further hone our strengths
3. Evaluate the results of improving
skills
