Despite living in frozen earth, under pounds of snow, with little or no sunlight, the crocus grows and blooms in the very early spring. This flower has capitalized on its strengths to overcome any weaknesses that might otherwise have kept it under wraps, awaiting the kinder climate of June.

What can you learn from a flower?

People designated as leaders because of their actions, rather than title alone, know that their success is measured by the success of their employees. Such leaders know that if they foster an inhospitable environment, only the hardiest of employees — like the determined crocus — will grow despite the harsh conditions. The most skillful leaders uncover and help nurture individuals’ potential, using missteps or mistakes as opportunities to augment and build on strengths. This approach elevates the performance of the group, and thus, supports and reflects well on the leader.

However, many evaluation methods, such as performance reviews, focus too heavily on identifying areas of low performance or weakness. Concentrating on these weaknesses, without also highlighting strengths and emphasizing how weak areas might be strengthened, may result in a self-fulfilling prophecy, where you build a poor image of the employee and he performs "down to" his potential. Or it can lead to wasted resources, where you get a minimal level of performance from an employee with star potential.

Some results of under-expecting the performance potential of employees are guaranteed, in comparison to what's possible: Low morale, unsatisfactory performance and higher degrees of employee turnover. (Did you know that surveys suggest that employees often leave a company not because of dissatisfaction with the company or work itself, but because of poor relationships with a manager and/or unpleasant interpersonal issues?)

How can you unearth and nurture an employee’s strengths?

Make time for positive recognition: Whether in casual conversation or a formal performance review, think about and genuinely express positive feedback for the employee. Be specific about what she’s doing well, and share examples. The benefit is two-fold: The employee knows what behaviors are most valued, and you help shift your thinking from "can’t do" to "there’s potential here."

Identify ways to apply existing strengths in new ways: Thomas Edison saw sewing-thread as a light bulb filament. What qualities has your employee demonstrated, and how can they translate to needed skills? Throw traditional title and responsibility-norms out the window. A receptionist with an unerring knack for detail could be an ideal project manager.

Ask the employee what she likes to do: There’s a funny equation applied to many promotions: People who excel at a specific job are promoted to management level. Often, you’ve taken the person out of the exact environment in which she succeeds and likes — possibly reducing her success in the new position. Also, you cannot fully uncover a person’s strengths without her input. Tap into what she discerns as her strengths by asking what she enjoys most, and why, and in what role she believes she’s of most value to the organization.

Get co-workers’ thoughts: As the business leader, you work with employees in different ways than they work with each other. "Fertilize" your assessment about an employee’s strengths with co-workers’ thoughts. A word of caution: This activity requires deft execution and should not be performed informally. Discussing an employee’s performance with other employees should never be done. However, implementing a 360-degree feedback loop or sharing kudos and thank-you’s at staff meetings can provide insight into traits and behaviors that suit — and benefit — the entire team.

Look to history for clues: If you find yourself mired in thoughts about an employee’s weaknesses, spend time concentrating on why you hired him, what his resume and references told you, and what your first impressions were. There were reasons you brought this person on board — revisit those reasons to refresh your thinking about his strengths, contributions and potential.

Turn a weakness on its head: Physicists know that every action has an equal an opposite reaction. Applied to employees, consider, "What’s the opposite of this weakness?" to unearth possible strengths. For instance, if an employee inconsistently completes projects that he developed in the first place, perhaps his strength is in generating ideas, not executing them.

Allow the employee to test-drive a new role: Maybe you’re seeing the employee in her specific role, yet more of her strengths would blossom in another role. Consider establishing a mini, internal internship program, in which employees shadow co-workers for a day to learn more about the roles and responsibilities available. This test-drive might spark new ideas about increased value from the employee, and allow you to see where a role-shift may make sense for the company. Ensure that the "internship" leads to valuable information for the company and the individual. Set clear goals and intentions for the exercise, including "What we want to know at the end of this exercise."

Like the crocus that blossoms under the right conditions of spring, employees can bloom in their contributions to an organization with the right guidance.

Remember, this information is food-for-thought, not customized counsel. The most effective interpersonal and organizational communication program is one that's been tailored to meet the unique needs of your group. If you have questions, connect with a communication advisor or e-mail us for suggestions.