Identity
This post explores the leadership identity challenge: Great leaders help individuals align their personal strengths to the organization identity (firm brand) and to customer expectations.
When we meet someone, we often categorize them by where they work, what they wear, how they smile, or how they speak. These are at best superficial indicators of real values and competencies. Underneath our role, profession, appearance, or observable talents are what psychologists call signature strengths: the character traits and values most central to who we are. Organizations also have identities and project images that shape the perceptions of both customers and employees. We call an organization’s signature strengths its capabilities – what that organization does best in the service of its core purposes
Sometimes when employees’ signature strengths intersect with the signature capabilities of their workplaces there is a seamless fit; other times there is a clash of values and goals.
As a leader, you create a more abundant organization when you help employees clarify their personal identity and enhance their signature strengths, then help them see how those strengths fit with the goals and values of the organization.
This occurs in four steps:
