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What is Strengths-Based Leadership?
In a strengths-based culture, leaders, managers and employees choose to continually develop each person’s potential, resulting in an engaged workforce and organic business growth.
Strengths-based organizations integrate strengths development into their mission, vision, values and processes, as well as into how people work and collaborate daily.
It’s a culture in which conversations about strengths are frequent and productive. This shapes people’s mindsets and approaches to work. Decisions are often made based on individual or team strengths.
Why Create a Strengths-Based Company Culture Is Important In Today’s Shifting World?
A strengths-based culture is a powerful differentiator that helps companies attract top talent, bring out the best performance in every employee and create organic business growth.
This is the era of the great resignation as too many employees act on their senses of dissatisfaction in an organtizations. Toxic and unhealthy workplace cultures lead to resignations or unengaged team membes.
Companies must develop people in a way that meets employee’s desires for belonging, uniqueness and growth, and in turn helps individuals look forward to work, improves team collaboration and performance, and spikes the company’s organic growth.
In short, performance gains will only materialize if a company embraces the wide variety of individuals who inhabit it and gives them a reason to apply their diverse talents and viewpoints for the common good.
When employees know and use their strengths, they are more engaged — nearly 6xs more — have higher performance and are much less likely to leave their company.
The Six Key Components
Strengths-based organizations shift away from the old ways of managing people to more effective, forward-thinking ways of developing them. They recognize that the workplace of the future prioritizes:
People want work that is meaningful to them. Understanding where they’re strongest allows employees to connect with their company’s purpose.
People don’t care about frivolous perks at work. They want to be developed in ways that tap their natural talents so they can succeed.
People want managers who can coach them to understand and apply their CliftonStrengths, and who value them as people and employees.
People want ongoing feedback and genuine discussions about how they are doing, not a one-time, one-sided meeting.
People want the chance to do what they naturally do best every day. Because weaknesses never turn into strengths, but strengths develop continually with practice.
People want an authentic relationship with managers that includes talk about both work and life. They want to work somewhere that values their strengths and invests in their ongoing development.
The Business Case for Strengths Based Approach
Gallup’s meta-analysis of 1.2 million individuals and 49,495 work units in 45 countries specifically shows how strengths affect outcomes. Teams that received strengths-based development have achieved:
fewer safety incidents
lower turnover in staff
It’s clear that a strengths-based culture isn’t just “nice to have.” So, where should you start?
Ready to learn more?
Contact us today and we will be happy to discuss our solutions for your company.
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