Marcus Buckingham said the right move for leaders is to see their talent management as chess not checkers. Don’t treat everyone the same and limit their work and career moves. Recognize the differences and strengths of each individual and maximize the contribution of each person’s strengths to the purposes of the organization.
Here is a quote from the Wharton business article about Buckingham:
How to tell a good manager from a bad manager? According to Buckingham, it’s simple: Bad managers play checkers. Good managers play chess. The good manager knows that not all employees work the same way. They know if they are to achieve success, they must put their employees in a position where they will be able to use their strengths.
Click here is you would like to read the rest of the article on Good managers focus on employees strengths, not weaknesses.
The important first step is to figure out what your employees are good at. Here is some additional guidance from the Wharton article:
So how can managers tap into the talent they have in their organizations? Buckingham said a good first step is to determine what employees are good at. The tasks they learn quickly, the talents they naturally exhibit and the jobs they feel good about doing are hints about their inherent strengths. Once those strengths are uncovered, a good manager will put them to use. “You can only win as a company when you get your people into positive numbers,” Buckingham said.