If this question has you stumped, you’re not alone. Most of us don’t take the time to figure out what we’re good at, never mind best.
Someone asked this of me recently and it made me realize I had not seriously thought about it for a long time. Unfortunately I only came to that realization after babbling on for a couple of minutes. Not long after that conversation I read a great book on recruitment that led me to add two questions* to my interviews:
1) What are you really good at professionally?
2) What are you not good at or not interested in doing professionally?
Having just had the experience of not truly knowing the answer yet feeling obligated to come up with a response helped me to recognize this state in some of my candidates. Test your own self-awareness. Approach someone you trust and try to tell them in a dozen words or less what you excel at. Then ask them if you appear to be working in alignment with your strengths.
In my last post I talked about using goals to add backbone to time management decisions. The real payoff comes when your goals are in alignment with what you do best.
Completing this exercise clarified my career path and – as hokey as it might sound – it’s reduced the power of some of the pressures I’ve been putting on myself. Check back with me in six months. I’m betting my deliverables will show the difference.
Resources for Strengths Based Living
Now, Discover Your Strengths by Marcus Buckingham – The author advocates for organizations to start building teams based on strengths and stop throwing training and resources at weaknesses
How Great Leaders Inspire Action – Simon Sinek, the author of “Start with Why” (a TED video)
Organic Team Building - My take on accessing and building on the strengths of the collective
*Interview questions from “Who – The A Method for Hiring” by Smart and Street