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We can try to identify people’s strengths and weaknesses to help them develop more and give them suitable positions where they can excel the most

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Giving people the opportunity to try out different things and flourish and grow rather than confining them to one area.

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We can learn from why others are excelling and what qualities made them excel

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Seeing what works when people are at their best entails allowing and replicating certain conditions and environments that are most suitable for people to work. For example, maybe my project work mate works better when he does not have a deadline to follow so he does not feel stressed out and rush work just because he wants to finish the task in time.

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In the HSC, the different committees can work together because we all have different strengths. For example, welfare comm works with the pubs comm through Masterclass - - welfare thinks of the idea and storyboard, while pubs helps film and edit (@aaron) :D

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The HSC is largely already allocated according to their interests and their talents, so I would say sharing stories is probably the most relevant. Sharing stories would look like affirming what other councillors are working on, or pointing out what was done well during AARs. Ideally, these actions pushes councillors to continue what they are doing, as well as inspire others to follow in their footsteps.

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Assign the correct people for their most suitable task. For example, if someone is better at accounting, they should be accounting for finances. If someone else is better at communicating, they can do more of the talking and communicating. This would make it so that everyone is doing what they are comfortable with, at max efficiency.

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When we choose OT for large events such as SOO, STEP UP, SLC, we make sure we interview and grill the applicants to make sure theybare the right fit for the job

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The best in others can fill up for yours and others weak points. I do have my weak points in SL project, like making online Instagram posts and online designing. Some of my group mates are better at that so they can help the with Instagram posts while I work on other stuff.

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The process of council selection and OT selection reflects this as we actively search for capable and committed individuals, such that the council or OT has a better chance to succeed.

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People can come together and split the work to do what they excel at more, and collaborate to make an excellent product. For example, when making a poster, those with more knowledge of the topic can come up with the information while those better at art can design it.

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By aligning a team member's strengths with the objective of a certain welfare initiative in mind, we can collaborate and put together our strengths or skills perhaps in organising and communication to ensure that we are able to successfully execute a welfare initiative for the student population.

It is not only important to align the strengths for students in a certain committee, but to also extend this idea to the entire council as well. For example, the Welfare and Publicity Commitee has to align their strengths and work together to in order to execute certain events like Masterclass and the Welfare Support Package

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In a team, different people have their own set of unique qualities, and making use of their strengths to accomplish a task will guarantee better results. For example, the welfare committee is made up of many students. When we work on events as a team, we can tap onto everyone’s strengths and let each member work on tasks in their expertise

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While choosing the council members or OT, we not only focus on the individuals themselves, but also the team dynamics and how they would work together. We try to match each of their strengths and weaknesses to bring out the best in them.

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Selecting a diverse range of candidates for OTs or council with different capabilities to nullify any weakness of one individual but rather focusing on the strength of the group.

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Most of the spec initiatives are rather huge or require intensive planning and we would face difficulties in the process in terms of communication, schedule alignment etc. But I think we should strive to view things in a positive light and try out best to make the best out of the situation rather than try to alter the circumstances.

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Our seniors would share their experiences and stories, not only for amusement, but to learn from their experiences.

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Pubs can take an active step to find out what the other committees need from us regularly, and view our assistance more as a central part of what we do rather than as an extension of our own initiatives.

Splitting design and video roles early on also helps us better assign tasks to those who are able to carry out effectively.