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Our sixth core concept is a perfect build-on to the \u201cPlus One, Minus One\u201d activity mentioned in our previous episode, Concept #5: \u201cNot an Excuse.\u201d\xa0

Plus one, in particular, is about mining your team of the things they want to have more of. Then, as you dig deeper into this challenge, it\u2019s amazing what you\u2019ll discover from each of the team member\u2019s responses.\xa0

In one of the recent training sessions, a guy came forward and expressed what he has written on his wish list.\xa0

\u201cI would love to have more escalation calls.\u201d\xa0

This statement set off these confused looks and reactions among others in the room.\xa0

\u201cDid he just say that right? \u2018I want more escalation calls?\u201d \xa0

\u201cWhat is he talking about?\u201d\xa0

These people were shocked that the guy was wanting more escalation calls. So of course, they had to ask him for further explanation.

According to the guy, he\u2019s the \u201cdeepest subject-matter expert in the whole organization on this matter. He\u2019s quite confident that he can very well handle when a customer turns utterly irate.

\u201cI know that they can be so frustrated and can give up any time, but I know I'm gonna resolve it. If anyone can, it's me.\u201d\xa0

His awareness and certainty that he has the resolution and knowledge to turn things around fires up his love for doing escalations. And for that, we have named this concept in his honor.

The guy\u2019s gimme that escalation statement opened up a whole conversation with others in the room. If you guessed that his teammates instantly offered him their own escalation calls, that\u2019s not far-fetched at all. But expecting him to accept all escalations may not be realistic since of course, he actually has to get some other stuff done.\xa0

While the guy got more escalations after such conversation, he also freed up his plate with tasks that were on his \u201cminus one\u201d list. Obviously, he was able to achieve the \u201cplus one, minus one\u201d balance, thanks to some good thinking and meaningful conversation.\xa0

Opening up about what you want more of \u2014 though oftentimes surprising many in the room \u2014 can create a shift in the tasks. This proves that indeed one person\u2019s trash is another person\u2019s treasure.

How can we expand this concept further so it\u2019s easier to apply? Consider the following as fun exercises for you as an individual or as a manager.\xa0

1. As an individual: Discover other people\u2019s \u201ctrash\u201d tasks

• \xa0Gather information. Consider walking around the office and listen for what people are kvetching, complaining or procrastinating about. This is not to suggest that you join in the watercooler talk or random office conversations. Your goal is to capture as much information as you can for this little internal research project.\xa0
• Look out for \u201cmagic\u201d moments. Most likely as you listen, you\u2019ll find some \u201caha\u201d moments. You discover that certain things people complain about are not bad at all. They could be stuff you actually like doing. You\u2019ll find that what others consider as an area of weakness or difficulty might be an area of expertise for you. As you look out for these moments, compare and take notes.\xa0

2. As a manager: Discover your team\u2019s \u201cloathe\u201d list and shift tasks when possible

Imagine if you knew what each of your team members\u2019 trash tasks were, especially their top list. Just knowing this could be really important because you are able to spot whether the \u201cloathe\u201d list includes tasks they have to do every day. You get an insight into the team\u2019s demotivation points.\xa0\xa0

In reality, it might not be that outright and easy to shift things around, as tasks that people hate still need to get accomplished. But in a lot of workplaces, the assignments are not homogenous, so you might have some power to be able to switch things around. Perhaps you could take something off the plate of a top performer in your team who may be losing interest in their job as they have to do what they loathe on a daily basis.\xa0

Opening up a conversation with your team members about the tasks they hate require a lot of trust. That's why you can't do strengths just as a one-time offsite team building and expect it to create all the magic things in the world. It takes meaningful conversation over time, up to that point they are comfortable enough to say, \u201cSure, I'm gonna give it my number one best, but I actually hate this job duty.\u201d\xa0

On the flip side, this exercise can prove powerful for the whole team, as it opens some cool opportunities. When assigning projects to your team members, consider these:

• Their strengths. For each team member, find and assign to them that thing that lives in their strengths zone, especially if it's not in the strengths zone of everyone else. What is it that they love and makes them come alive?
• Their expertise. Think about the projects that tend to get assigned at work. Those who are good at certain skills or knowledge areas related to those projects can be the go-to persons.\xa0
• Their development plan. If you\u2019re the type of manager who puts considerable thought on what a person wishes to develop, as expressed in their individual development plan, be on the lookout for a relevant opportunity or project for them.

Sometimes, however, it can be pretty difficult when you\u2019re finding an opportunity for them based on expertise and career goals. Let\u2019s say a team member wants a very specific project, and you happen to have just one project like that and it\u2019s already assigned to another person. This leaves you with very little choice as a leader.\xa0

As a team leader, what do you do?\xa0

Here\u2019s your challenge: get cool with limiting or difficult situations like that and then approach the conversation in terms of talent themes.\xa0

As we know, talent themes are about how they get things done. You can just imagine what strengths and talent themes can come up. So, here\u2019s what you can do.

1. Ask each person to think about their talent themes.
2. Let them come to you with 3 examples of projects that call on how they think/feel/operate in the world.\xa0

Check out these \u201cgimme that ________\u201d scenarios:

1)\xa0 Gimme that situation. (Includer talent):

\u201cOkay, next time you're assigning projects and it\u2019s important for you to find someone who will thoroughly listen to all of the requirements of each stakeholder, really cares what each person has to say, and want every voice of every department to be represented -- call on me.\u201d\xa0\xa0

2) \xa0 Gimme that dilemma. (Deliberative talent):

\u201cHey, next time you're assigning a project and you need someone to look at the downstream risks of a decision, or someone who can think seven or eight steps ahead about all the things that could go wrong so that we don't step in the potholes -- I'd love it if you consider me.\u201d\xa0

3) \xa0 Gimme that complex problem. (Restorative talent):

\u201cNext time you're assigning projects and you have one that just seems like a big, hairy problem, I hope you'd think of me. I love to roll up my sleeves and just really get into all of the ways to solve a complicated problem.\u201d\xa0

With this approach, what they provide could allow you more space and flexibility in assigning projects.

You\u2019ll find that there are actually a lot more opportunities for each individual than if their \u201cgimme that _____\u201d was too specific and narrow.\xa0

This becomes awesome to you as a manager, especially that some people in your team don\u2019t want to deal with such kinds of problems.\xa0

It\u2019s important that you get your team to communicate their wish list of work and projects that align with their strengths. This will help you look for opportunities and assignments where they can apply those easy buttons every day on the job and give their best.\xa0

Up next: \u201cT\u201d for "takes time and intention." Stay tuned!