{"id":24,"date":"2020-02-27T20:17:31","date_gmt":"2020-02-28T01:17:31","guid":{"rendered":"https:\/\/pressbooks.bccampus.ca\/businesspresentationskills202020\/chapter\/chapter-3-strengths\/"},"modified":"2020-04-07T15:10:36","modified_gmt":"2020-04-07T19:10:36","slug":"chapter-3-strengths","status":"publish","type":"chapter","link":"https:\/\/pressbooks.bccampus.ca\/businesspresentationskills202020\/chapter\/chapter-3-strengths\/","title":{"raw":"Strengths & Teamwork","rendered":"Strengths & Teamwork"},"content":{"raw":"

Understanding strengths<\/span>\u2014yours and other people's\u2014<\/span>is especially important when working in teams.\u00a0<\/span><\/h2>\n\n
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\u00a0Activity\u00a0<\/span><\/h2>\n

Take the High 5 Test<\/a>. You'll need the results for future work, so paste them into a document and save it.<\/p>\n\n\n

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Strength, Weakness or Challenge?<\/h2>\nIt\u2019s easy to criticize ourselves: I should be more assertive<\/em>\u00a0or I shouldn\u2019t procrastinate<\/em>. But doing that can damage our self-esteem, making it even harder to turn weaknesses into strengths.\n\nThese two changes in how you think can make a huge difference:\n

Challenge vs Weakness<\/h3>\nThink of weaknesses as challenges. Calling something a weakness can make it feel like a fixed trait\u2014something that can't be changed. But a challenge<\/em> can be defeated.\n

Strengths are a Spectrum<\/h3>\nThink of strengths and challenges not as opposites, but as on a spectrum. Challenges aren't the opposite of strengths; they're simply too much or too little of a strength.\n\nFor example, if you're passive, it doesn\u2019t mean you\u2019re not assertive at all\u2014just that you\u2019re not assertive enough<\/em>. If you're aggressive, it means you\u2019re too assertive<\/em>.\n\nThinking of strengths and challenges as parts of a spectrum means you don't have to change completely, or become someone you're not. You just need a bit more or less of some strengths. This kind of thinking makes building your strengths feel much more achievable.\n\n
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\u00a0Activity\u00a0<\/span><\/h2>\n[h5p id=\"7\"]\n\n
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Talking About Your Strengths<\/h2>\nIn job interviews, you can expect to be asked about your strengths and weaknesses. Always be prepared to discuss one or two realistic but not overwhelming challenges. Acknowledge the challenge briefly and then talk about what you're doing to turn it from a challenge into a strength.\n\nFor example, you might say \"When working in a team, I used to micromanage, and end up doing all the work myself. I'm working on that by encouraging my colleagues to take ownership. Together, we create consensus, clear boundaries and realistic expectations. Since doing this, my last two projects have been much more enjoyable and successful\u2014for all of us.\"\n\nList of Weaknesses With Examples<\/a> will help you understand how to talk about your professional challenges.\n\n
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\u00a0Activity\u00a0<\/span><\/h2>\n

What's your Conflict Management Style?\u00a0Take the\u00a0Conflict Management Style Orientation Self-Assessment<\/a><\/p>\n\n\n

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Teamwork<\/h2>\nThe ability to work in teams is an essential employability skill. The Conference Board of Canada defines teamwork skills as the ability to work with others and contribute to projects.[footnote]Conference Board of Canada, \"Employability Skills,\" Last accessed March 2, 2020, https:\/\/www.conferenceboard.ca\/edu\/employability-skills.aspx[\/footnote] They divide teamwork skills into two major categories:\n\nClick on each skill to see the details<\/em>\n\n[h5p id=\"8\"]\n\nBecome a Star Team Player.\u00a0Watch\u00a010 Ways to Become a Star Team Player<\/a>\n\n
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Process Conversations<\/h2>\nProcess conversations make teamwork more productive and less frustrating. They're simple conversations where you discuss and agree how your team will function.\n\nProcess conversations are strengthened when the outcomes are documented and saved to the [pb_glossary id=\"63\"]team home[\/pb_glossary] for later reference.\n\nStrong process conversations answer questions such as:\n
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[h5p id=\"9\"]<\/code><\/div>\n<\/div>\nAt the end of your team process conversation, make sure to ask if there's anything else: What else do we need to discuss?\n

Become a Process Conversation Expert<\/h3>\nRead or listen to How to Strengthen Relationships with 'Process Conversations'<\/a>\n\n
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The 5-Finger Vote<\/h2>\nSometimes a simple yes<\/em> or no<\/em> isn't enough. The 5 finger vote gives useful nuance to discussions and decisions.\n\nInstead of asking yes\/no<\/em> or for\/against<\/em> questions, ask team members to vote with their fingers. The scale is:\n\n\n\n\n\n\n\n\n\n
Number of fingers<\/strong><\/td>\nMeaning:<\/strong><\/td>\n<\/tr>\n
5<\/td>\n100% support the idea or action<\/td>\n<\/tr>\n
4<\/td>\nStrongly agree<\/td>\n<\/tr>\n
3<\/td>\nSlightly in favour<\/td>\n<\/tr>\n
2<\/td>\nMildly disagree<\/td>\n<\/tr>\n
1<\/td>\nStrongly disagree<\/td>\n<\/tr>\n
0<\/td>\n100% disagree<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\nYou can also use this to ask, before a discussion, if discussion is even necessary.\n\nAs a simple example, imagine that your team is trying to decide if your logo should be red or green. Before the discussion you take a 5 finger vote. Most members are 3, 4 or 5 for green; one person is a 2. Your team might decide you don't need a discussion because the one person who doesn't like it is only mildly against it. You can avoid wasting time on discussion when most people already agree.\n\nHowever, if most people were 3 and one person was 0, you might decide to have a discussion.\n\nAlternatively, you can add up all members' fingers and use the total to decide. (Ok, that's\u00a0 37 fingers for green and 17 for red.<\/em>)\n\n
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\u00a0Activity\u00a0<\/span><\/h2>\nHow much do you know about Strengths and Teamwork? Test yourself alone or with a group.\n\n \n\n[h5p id=\"10\"]\n\n
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\u00a0Workplace Quiz\u00a0<\/span><\/h2>\nThis chapter introduces the Workplace Quiz, an activity that gets you thinking and talking about workplace cultures. You\u2019ll see a Workplace Quiz in each subsequent chapter.<\/span>\n

Are you ready for the Canadian workplace? Test your knowledge.<\/p>\n

[h5p id=\"11\"]<\/p>\n\n\n

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\u00a0Worksheet\u00a0<\/span><\/h2>\n

Please complete and submit the\u00a0Strengths & Teamwork Worksheet<\/a><\/p>","rendered":"

Understanding strengths<\/span>\u2014yours and other people’s\u2014<\/span>is especially important when working in teams.\u00a0<\/span><\/h2>\n
\n

\u00a0Activity\u00a0<\/span><\/h2>\n

Take the High 5 Test<\/a>. You’ll need the results for future work, so paste them into a document and save it.<\/p>\n

\n

Strength, Weakness or Challenge?<\/h2>\n

It\u2019s easy to criticize ourselves: I should be more assertive<\/em>\u00a0or I shouldn\u2019t procrastinate<\/em>. But doing that can damage our self-esteem, making it even harder to turn weaknesses into strengths.<\/p>\n

These two changes in how you think can make a huge difference:<\/p>\n

Challenge vs Weakness<\/h3>\n

Think of weaknesses as challenges. Calling something a weakness can make it feel like a fixed trait\u2014something that can’t be changed. But a challenge<\/em> can be defeated.<\/p>\n

Strengths are a Spectrum<\/h3>\n

Think of strengths and challenges not as opposites, but as on a spectrum. Challenges aren’t the opposite of strengths; they’re simply too much or too little of a strength.<\/p>\n

For example, if you’re passive, it doesn\u2019t mean you\u2019re not assertive at all\u2014just that you\u2019re not assertive enough<\/em>. If you’re aggressive, it means you\u2019re too assertive<\/em>.<\/p>\n

Thinking of strengths and challenges as parts of a spectrum means you don’t have to change completely, or become someone you’re not. You just need a bit more or less of some strengths. This kind of thinking makes building your strengths feel much more achievable.<\/p>\n

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\u00a0Activity\u00a0<\/span><\/h2>\n
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