Let's get straight into it...
Personal Impact Audit
In order to assess your personal impact, you need to undertake an audit of your impact:
What do you think people notice about you when you enter the room?
What do you think people say about you when you are not in the room?
Write down several words that convey the impression you think you make?
Use following criteria to help you:
Balance of listening versus talking
Then, ask other people who you trust to write down what impressions they think you make. Compare your views and those of others. How accurately do you see yourself? What do you need to change to make a more powerful impact?
A quality becomes a strength when it is right for you and the situation. A quality becomes a weakness when it is either overdone or underdone for you and the situation.
I personally think it is important to play to your strengths.
Additional information that you may find helpful:
Ambition as a positive strength can be for example - I set challenging goals for myself and others. However, if it is overplayed and used too much it can be seen as - I find it difficult to relax.
Easy-going - as a positive strength can be seen as - I am relaxed and easy to get along with. However, if it is overplayed and used too much it can be seen as - I find it hard to get into action.
Patience - as a positive strength can be seen as - I give people time to come to a consensus. However, if it is overplayed and used too much it can be seen as - I can be seen as indecisive at times.
Vision - as a positive strength can be seen as - I have a vision of where we are heading. However, if it is overplayed and used too much it can be seen as - I find it difficult to appreciate the way things are now.
Objectivity - as a positive strength can be seen as - I can evaluate any situation or person objectively. However, if it is overplayed and used too much it can be seen as - Sometimes I can come across as unfeeling or detached.
Many researches suggest following:
People perform best when they focus on their strengths
People interact and communicate in different ways and
How we perform is driven by our mindset (the stories we tell ourselves)
Research on positive psychology shows us that people perform best at their best when they focus on their strengths. If you are interested in learning more take a look at the work of Martin Seligman and research the Gallup organisation on strengths in the workplace.
This shows that people who play at their strengths are more productive and that employees whose managers understand their strengths feel more engaged and energised at work.
Research on mindsets shows us that how we perform is determined by our mindset, these are the stories that we tell ourselves about how the world works. If you are interested in learning more about mindsets, have a look at the work of Carol Dweck.
People with positive mindset have been shown to have a stronger sense of ownership and engagement at work and are more likely to work well with colleagues. Understanding mindsets is vital for cultural change and is helpful in coaching where limiting mindsets can get in the way of personal growth.
Research on interaction styles shows us that different people interact in different ways. This includes how they prefer to communicate and how they handle conflict and disagreement. If you are interested in learning more take a look at the work of Linda Berens.
Understanding our preferred communication styles is essential for effective team working. People who understand their own style and appreciate that other people may prefer a different style are likely to be more effective at communicating and have less conflict when working with others.
I hope you have found this blog useful.
If you cannot do this on your own, I suggest that you look for a career coach who should be able to help you draft a personalised development plan. I also offer 1:1 Upgrade Yourself | Career Coaching sessions which you can book HERE.
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