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Identify Your Talents in 9 Easy Steps

Identify Your Talents in 9 Easy Steps

What are you good at? Would you know what to say if someone asked you to identify your talents? You may balk at the question. While you may secretly believe you don’t have any talent, you do. Often it’s hard to identify because your talent can feel like second nature. What you assumed was easy could actually be really difficult for other people.

So how do you identify your talent? Try these 9 steps to identify talents.

1. Identify What You Love to Do

Write down a list of activities you enjoy. It can include anything from hula hooping to making chicken pot pie. Without any judgment write it all down. If you’re stuck, try asking yourself these questions:

  • What do you enjoy doing without being asked?
  • What do people have to drag you away from doing?
  • What activities make you lose track of time?
  • What would you do for free?

To be fair, this list is more of a passion list than a talent list. For instance, I love dancing but that doesn’t mean I will try out for the next Step Up movie. Often, though, to truly be talented at something requires hundreds of hours of practice. Passion can give you the energy and joy to help you reach talent.

2. Know Your Interests

While similar to knowing what you love to do, interests are more about what you love learning, reading or watching. Some questions to ask yourself include:

  • What types of things do you like to read?
  • What do you enjoy talking about?
  • What do you enjoy watching?
  • What topics catch your eye?

In all likelihood, this may dovetail with your passions. Someone who likes to play music may find themselves reading music blogs online, too. But, you may also be interested in business and following the financial news.

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An interest list can help you identify possible combinations of passion and interest. From there, you can start taking your talents to new levels.

3. Identify Previous Successes

For this list, write down successes you’ve experienced in the past. This list can reveal your talents that you’ve been using without even realizing it. Some things to consider as you write include:

  • Classes you rocked at
  • Assignments or rojects you did well
  • Anything that made you say, “I did great in this”

Once you’ve written this list down, go through it. What are similar about these successes? What did you do well in them? Perhaps you were a natural facilitator in conflict. Maybe you are great at raising funds for organizations. It may take some time to find the similarities, but you will find your own patterns to emerge from your list. These patterns are crucial to identifying talents you can use for the future.

4. Take Some Tests

Test Taking

    For further clarification, there are some great personality quizzes. Myers-Briggs, DISC, or even the Book ‘Please Understand Me’ by Kiersey can help you gain further insight on yourself. None of these quizzes on their own can identify your unique talents. They do give you more insight on yourself, how you process things and what energizes or causes you fatigue. They can help make it easier for you to discover your strengths, where your talents may lie.

    5. Interview Someone

    Sometimes, an outside perspective can be clearer than your own. Talk to people who know you well: friends, family member, even a mentor. Ask them questions like:

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    • What do they think you are good at?
    • What have you’ve succeeded at doing previously?
    • What makes you light up?

    Keep an open mind while they talk. You don’t have to agree with everything they say. Still, the answers they have may surprise you.

    6. Know Your Weaknesses

    Just as everyone has talents, we all have weaknesses. Mine include going to bed before 11 pm and resisting social media, amongst others. The fact is, we can’t be good at everything. None of us is perfect, and acknowledging our weaknesses can help show what we are good at.

    It can be a bit painful, but write them down. Questions to ask yourself include:

    What takes you a long time to do?
    What do you procrastinate?
    What makes you feel awkward or uncomfortable?

    Knowing these will help you identify any weak spots in your passions and interests. This will be helpful to know for later.

    7. Start Putting it Together

    You’ve done the research; now you have to see what comes forward. You don’t have to comb through every note or thought from each of these lists. Some questions to ask yourself include:

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    Are there patterns emerging from your interests, successes and passions? What are they?
    What can you combine from these lists?
    What do you dream of doing?

    From here, you may identify multiple talents, or just one that you want to focus on.

    8. Practice, and Practice Well

      No matter what, you have to practice.

      It may come naturally to you, but you still have to work at mastery. In identifying a talent, this step is a trial by fire. Practice your talent, and practice it a lot. You don’t have to spend eight hours a day at it. If you have a full time job, try spending just 30 minutes a day.

      Groaning at trying to find 30 minutes? You can do it. Take a look through your day. Are you watching an hour or two of tv when you get home from work? Turn off the TV. If you’re struggling, put a timer on for 30 minutes, and don’t turn it on until the time has passed.

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      There are other, less obvious points in your day when you could practice. Perhaps you spend more than 25 minutes commuting. If you can, take that time to work on your talent. Sing while you’re in the car, or giving a speech. Can you take time during your lunch break? See where you have pockets of time. You can reallocate time away from Facebook or Twitter, and towards your talents. This is the real test that will prove whether or not your talent will stick. Is this a possible long term vocation or just a passing phase?

      More than just practice, you need to practice well. If you’re serious about your talent, you also need to know your weaknesses. The difference between good and great isn’t the number of hours they put in, but that they work at improving their weaknesses. Working on weakness isn’t easy, but creating a reward system for yourself can help you get through the uncomfortable aspect of looking at your own weakness.

      9. Find a Mentor

      If you’ve been practicing regularly, and want to continue with your talent, find someone with more experience than you in the field. It doesn’t have to be a nobel prize winner. What you do want is someone with some more experience who can give good advice.

      More importantly, knowing what you need and want from a mentor is crucial. Do you need support? Do you need someone to challenge you? Your personality tests and strengths and weaknesses will be helpful in figuring out these answers.

      Not sure where to look? Some good places include:

      • LinkedIn networks. If you went to college, look at your alumni network. This can be a great way to reach out to people who may do what you love. Introduce yourself and ask to meet them for coffee to learn about their experiences.
      • Networking Events. Go to events in your field of interest. Conferences, meeetup groups, or just happy hours. See who you meet, and reach out to them after the event with a follow up email
      • Ask for Help. Mention to friends and family you are looking for a mentor. They may know someone who can help you that you never thought of before.

      Identifying a talent isn’t easy. But following something you are not only good at but also passionate about will make your life more rewarding. More so, you’ll be giving something meaningful back to the world that only you can provide. Perhaps it’s your unique take on manufacturing stocks. Maybe you do a wicked Jazz guitar. Whatever your talent is, it’s worth pursuing.

      Featured photo credit: Dusty J via photopin.com

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      14 Ideas on How to Measure Productivity to Make Progress

      14 Ideas on How to Measure Productivity to Make Progress

      Everyone has heard the term productivity, and people talk about it in terms of how high it is and how to improve it. But fewer know how to measure productivity, or even what exactly we are talking about when using the term “productivity.”

      In its simplest form, the productivity formula looks like this: Output ÷ Input = Productivity.

      For example, you have two salespeople each making 10 calls to customers per week. The first one averages 2 sales per week and the second one averages 3 sales per week. By plugging in the numbers we get the following productivity levels for each sales person.

      For salesperson one, the output is 2 sales and the input is 10 sales: 2 ÷ 10 = .2 or 20% productivity. For salesperson two, the output is 3 sales and the input is 10 sales: 3 ÷ 10 = .3 or 30% productivity.

      Knowing how to measure and interpret productivity is an invaluable asset for any manager or business owner in today’s world. As an example, in the above scenario, salesperson #1 is clearly not doing as well as salesperson #2.

      Knowing this information we can now better determine what course of action to take with salesperson #1.

      Some possible outcomes might be to require more in-house training for that salesperson, or to have them accompany the more productive salesperson to learn a better technique. It might be that salesperson #1 just isn’t suited for sales and would do a better job in a different position.

      How to Measure Productivity With Management Techniques

      Knowing how to measure productivity allows you to fine tune your business by minimizing costs and maximizing profits:

      1. Identify Long and Short-Term Goals

      Having a good understanding of what you (or your company’s) goals are is key to measuring productivity.

      For example, if your company’s goal is to maximize market share, you’ll want to measure your team’s productivity by their ability to acquire new customers, not necessarily on actual sales made.

      2. Break Down Goals Into Smaller Weekly Objectives

      Your long-term goal might be to get 1,000 new customers in a year. That’s going to be 20 new customers per week. If you have 5 people on your team, then each one needs to bring in 4 new customers per week.

      Now that you’ve broken it down, you can track each person’s productivity week-by-week just by plugging in the numbers:

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      Productivity = number of new customers ÷ number of sales calls made

      3. Create a System

      Have you ever noticed that whenever you walk into a McDonald’s, the French fry machine is always to your left? 

      This is because McDonald’s created a system. They have determined that the most efficient way to set up a kitchen is to always have the French fry machine on the left when you walk in.

      You can do the same thing and just adapt it to your business.

      Let’s say that you know that your most productive salespeople are making the most sales between the hours of 3 and 7 pm. If the other salespeople are working from 9 am to 4 pm, you can potentially increase productivity through something as simple as adjusting the workday.

      Knowing how to measure productivity allows you to set up, monitor, and fine tune systems to maximize output.

      4. Evaluate, Evaluate, Evaluate!

      We’ve already touched on using these productivity numbers to evaluate and monitor your employees, but don’t forget to evaluate yourself using these same measurements.

      If you have set up a system to track and measure employees’ performance, but you’re still not meeting goals, it may be time to look at your management style. After all, your management is a big part of the input side of our equation.

      Are you more of a carrot or a stick type of manager? Maybe you can try being more of the opposite type to see if that changes productivity. Are you managing your employees as a group? Perhaps taking a more one-on-one approach would be a better way to utilize each individual’s strengths and weaknesses.

      Just remember that you and your management style contribute directly to your employees’ productivity.

      5. Use a Ratings Scale

      Having clear and concise objectives for individual employees is a crucial part of any attempt to increase workplace productivity. Once you have set the goals or objectives, it’s important that your employees are given regular feedback regarding their progress.

      Using a ratings scale is a good way to provide a standardized visual representation of progress. Using a scale of 1-5 or 1-10 is a good way to give clear and concise feedback on an individual basis.

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      It’s also a good way to track long-term progress and growth in areas that need improvement.

      6. Hire “Mystery Shoppers”

      This is especially helpful in retail operations where customer service is critical. A mystery shopper can give feedback based on what a typical customer is likely to experience.

      You can hire your own shopper, or there are firms that will provide them for you. No matter which route you choose, it’s important that the mystery shoppers have a standardized checklist for their evaluation.

      You can request evaluations for your employees friendliness, how long it took to greet the shopper, employees’ knowledge of the products or services, and just about anything else that’s important to a retail operation.

      7. Offer Feedback Forms

      Using a feedback form is a great way to get direct input from existing customers. There are just a couple of things to keep in mind when using feedback forms.

      First, keep the form short, 2-3 questions max with a space for any additional comments. Asking people to fill out a long form with lots of questions will significantly reduce the amount of information you receive.

      Secondly, be aware that customers are much more likely to submit feedback forms when they are unhappy or have a complaint than when they are satisfied.

      You can offset this tendency by asking everyone to take the survey at the end of their interaction. This will increase compliance and give you a broader range of customer experiences, which will help as you’re learning how to measure productivity.

      8. Track Cost Effectiveness

      This is a great metric to have, especially if your employees have some discretion over their budgets. You can track how much each person spends and how they spend it against their productivity.

      Again, this one is easy to plug into the equation: Productivity = amount of money brought in ÷ amount of money spent.

      Having this information is very useful in forecasting expenses and estimating budgets.

      9. Use Self-Evaluations

      Asking your staff to do self evaluations can be a win-win for everyone. Studies have shown that when employees feel that they are involved and their input is taken seriously, morale improves. And as we all know, high employee morale translates into higher productivity.

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      Using self-evaluations is also a good way to make sure that the employees and employers goals are in alignment.

      10. Monitor Time Management

      This is the number one killer of productivity in the workplace. Time spent browsing the internet, playing games, checking email, and making personal calls all contribute to lower productivity[1].

      Time Management Tips to Improve Productivity

        The trick is to limit these activities without becoming overbearing and affecting morale. Studies have shown that most people will adhere to rules that they feel are fair and applied to everyone equally.

        While ideally, we may think that none of these activities should be done on company time, employees will almost certainly have a different opinion. From a productivity standpoint, it is best to have policies and rules that are seen as fair to both sides as you’re learning how to measure productivity.

        11. Analyze New Customer Acquisition

        We’ve all heard the phrase that “It’s more expensive to get a new customer than it is to keep an existing one.” And while that is very true, in order for your business to keep growing, you will need to continually add new customers.

        Knowing how to measure productivity via new customer acquisition will make sure that your marketing dollars are being spent in the most efficient way possible. This is another metric that’s easy to plug into the formula: Productivity = number of new customers ÷ amount of money spent to acquire those customers.

        For example, if you run any kind of advertising campaign, you can compare results and base your future spending accordingly.

        Let’s say that your total advertising budget is $3,000. You put $2,000 into television ads, $700 into radio ads, and $300 into print ads. When you track the results, you find that your television ad produced 50 new customers, your radio ad produced 15 new customers, and your print ad produced 9 new customers.

        Let’s plug those numbers into our equation. Television produced 50 new customers at a cost of $2,000 (50 ÷ 2000 = .025, or a productivity rate of 2.5%). The radio ads produced 15 new customers and cost $700 (15 ÷ 700 = .022, or a 2.2% productivity rate). Print ads brought in 9 new customers and cost $300 (9 ÷ 300 = .03, or a 3% return on productivity).

        From this analysis, it is clear that you would be getting the biggest bang for your advertising dollar using print ads.

        12. Utilize Peer Feedback

        This is especially useful when people who work in teams or groups. While self-assessments can be very useful, the average person is notoriously bad at assessing their own abilities.

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        Just ask a room full of people how many consider themselves to be an above average driver and you’ll see 70% of the hands go up[2]! Now we clearly know that in reality about 25% of drivers are below average, 25% are above average, and 50% are average.

        Are all these people lying? No, they just don’t have an accurate assessment of their own abilities.

        It’s the same in the workplace. Using peer feedback will often provide a more accurate assessment of a person’s ability than a self-assessment would.

        13. Encourage Innovation and Don’t Penalize Failure

        When it comes to productivity, encouraging employee input and adopting their ideas can be a great way to boost productivity. Just make sure that any changes you adopt translate into higher productivity.

        Let’s say that someone comes to you requesting an entertainment budget so that they can take potential customers golfing or out to dinner. By utilizing simple productivity metrics, you can easily produce a cost benefit analysis and either expand the program to the rest of the sales team, or terminate it completely.

        Either way, you have gained valuable knowledge and boosted morale by including employees in the decision-making process.

        14. Use an External Evaluator

        Using an external evaluator is the pinnacle of objective evaluations. Firms that provide professional evaluations use highly trained personnel that even specialize in specific industries.

        They will design a complete analysis of your business’ productivity level. In their final report, they will offer suggestions and recommendations on how to improve productivity.

        While the benefits of a professional evaluation are many, their costs make them prohibitive for most businesses.

        Final Thoughts

        These are just a few of the things you can do when learning how to measure productivity. Some may work for your particular situation, and some may not.

        The most important thing to remember when deciding how to track productivity is to choose a method consistent with your goals. Once you’ve decided on that, it’s just a matter of continuously monitoring your progress, making minor adjustments, and analyzing the results of those adjustments.

        The business world is changing fast, and having the right tools to track and monitor your productivity can give you the edge over your competition.

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        Featured photo credit: William Iven via unsplash.com

        Reference

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