By Oluwole Dada
In the complex nature of human potential, a profound truth often goes unnoticed: everyone possesses a unique form of genius. This concept, eloquently captured by Albert Einstein’s words, “Everyone is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid,” serves as a powerful reminder for leaders in all walks of life.
Einstein’s own journey is a testament to this principle. Born with a head malformation and struggling with speech, he faced numerous challenges early in life. Yet, he went on to become one of the most influential scientists in history. His story isn’t just about overcoming obstacles; it’s about recognizing and nurturing one’s inherent strengths, a lesson that resonates deeply in the realm of leadership. Albert Einstein proved that you could create a genius out of everyone if you help them to develop in their area of strength.
This approach aligns perfectly with the parable of the talents, where a master entrusts his servants with different amounts of resources based on their individual abilities. In the workplace, this translates to understanding that each team member brings a unique set of skills and capacities to the table. The folly lies in expecting uniform performance across diverse individuals. This is the unfortunate scenario in the workplace where everyone is expected on the same level of performance and dexterity. When we don’t get this, we scold, reprimand and make the individuals feel useless.
Imagine a scenario where a software development team consists of a brilliant coder with poor communication skills and an average programmer with exceptional interpersonal abilities. A wise leader would structure the team to maximize these complementary strengths rather than forcing each member to conform to a one-size-fits-all model.
The analogy of a 1KW generator being unable to produce a 5KW output is particularly apt. Just as it’s futile and potentially damaging to expect a machine to exceed its capacity, it’s counterproductive to demand performance beyond an individual’s inherent capabilities. This doesn’t mean setting low expectations; rather, it’s about aligning expectations with individual potential and fostering growth within those parameters.
Take the example of a multinational corporation that implemented a strength-based approach to talent management. Instead of forcing employees into predefined roles, they assessed individual strengths and created flexible positions that aligned with these abilities. The result was a 14% increase in productivity and a significant boost in employee satisfaction.
Leaders must become adept at identifying and nurturing the unique talents of their team members. This requires a shift from a deficit-based approach (focusing on weaknesses) to a strength-based one. It’s about asking, “What does this person do exceptionally well?” rather than “How can we fix their shortcomings?”
The power of recognition and praise in this process cannot be overstated. As highlighted in “The One Minute Manager” by Ken Blanchard and Spencer Johnson, timely and specific praise can be a powerful motivator. When leaders acknowledge efforts and achievements, especially when team members perform to the best of their abilities, it fuels motivation and encourages further growth.
However, this approach doesn’t mean overlooking areas for improvement. It’s about striking a balance between leveraging strengths and developing necessary skills. A sales manager might recognize that while one team member excels at client relationships but struggles with paperwork, another might be meticulous with documentation but nervous in client meetings. By pairing these individuals and encouraging skill sharing, both can improve their weaker areas while still operating primarily from their strengths.
Leaders must also be wary of the trap of comparing team members against each other. Instead, the focus should be on individual growth and contribution to the team’s overall goals. This creates a collaborative environment rather than a competitive one, fostering a culture where diverse talents are celebrated and utilized effectively.
In conclusion, true leadership lies in the ability to see the potential genius in every team member. It’s about creating an environment where individuals can thrive by doing what they do best. By aligning tasks with talents, offering genuine praise for efforts and achievements, and fostering a culture that values diverse abilities, leaders can unlock the hidden genius in their teams. Remember, in the grand orchestra of human potential, a great conductor doesn’t force every musician to play the same instrument but orchestrates their unique talents to create a harmonious and powerful symphony.
Oluwole Dada is the General Manager at SecureID Limited, Africa’s largest smart card manufacturing plant in Lagos, Nigeria.
