Skill Set Strengths and Weaknesses

Skill Set, Strengths and Weaknesses

Learning Activity #1

Which skill set is the strongest? How could you develop your weaker areas?

My interpersonal skills are the strongest. I have the ability to get along with people from different backgrounds and ethnicities has propelled my desire to achieving results in extracurricular activities in school and where I have volunteered. I learned that this skill is vital for high performing teams especially those in research. Scholars acknowledge that high performing teams achieve much more than an individual and hence the need to develop the interpersonal skill (Cheruvelil et al., 2014). Luckily for me, it comes naturally.

Being a student is a journey towards building and improving my weaker technical skill. That is the purpose of training. Lectures and class exercises will go to greater lengths in boosting this set of talent and with time, I will be better than I was before college. Conceptual skill develops with working experience. As my careers grow, I will face hurdles and every moment of overcoming these obstacles is a learning point. Several of these successes and failures gives me experience and further develop my conceptual skills.   Hodge, Danish, and Martin, (2013) notes that increasing level of management requires long-range thinking which employs more conceptual skills

 

Learning Activity #2

How might your strengths and weaknesses impact your career plans?

My strengths are likely to boost my career since there is no workplace without people. No one operates in a vacuum, and hence my strong people skills are likely to be a plus. Business executives put more emphasizes on more solid soft skills on job applicants (Robles, 2012). Having a combination of both hard skills and soft skills plays a critical role in securing a job and which careers path I take. To climb the ladder people skills comes in handy and the results achieved as well. Weaknesses suppress growth in the corporate world. Being a manager means managing lower level workers who are technical in their respective duties. It also means managing other managers. Any show of weakness in technical abilities may lead to sabotage and eventual failure in leadership. Good managers need to understand what happens in the daily operations of a firm. Lower level employees would respect a manager who knows them hence better results for a company. Balance in management and technical skills enhances better relations and clear communication of organization objectives to the rest of the team (Alexander, 2013).

 

References

Alexander, K. (2013). Facilities Management: Theory and Practice. Routledge.

Cheruvelil, K. S., Soranno, P. A., Weathers, K. C., Hanson, P. C., Goring, S. J., Filstrup, C. T., & Read, E. K. (2014). Creating and maintaining high-performing collaborative research teams: the importance of diversity and interpersonal skills. Frontiers in Ecology and the Environment, 12(1), 31–38. https://doi.org/10.1890/130001

Hodge, K., Danish, S., & Martin, J. (2013). Developing a Conceptual Framework for Life Skills Interventions Ψ. The Counseling Psychologist, 41(8), 1125–1152.

Robles, M. (2012). Executive Perceptions of the Top 10 Soft Skills Needed in Today’s Workplace. Retrieved from http://journals.sagepub.com/doi/full/10.1177/1080569912460400

 

 

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