Are you creating a culture built on strengths?
Much has been documented on the advantages leaders have when they strive to identify their employee strengths and make the best use of them. According to Gallup surveys, 67% of employees who feel that their strengths are used and appreciated by their leaders are engaged in their work. This compares to a general engagement rate of 15% in the workplace as a whole.
A person can perform only from strength. One cannot build performance on weakness, let alone on something one cannot do at all. ― Peter F. Drucker, management expert
As a leader, have you noticed how employees who are permitted to use their strengths are more interested in what they’re doing and apply themselves more fully? They are more productive, inspired, and loyal. It has been long shown that when organizations lead people through their strengths, they benefit in many ways: higher sales and profits, lower turnover and absenteeism, and better customer reviews.
Clearly, it’s to your advantage to maximize the use of your peoples’ strengths. The strength of the organization depends on the applied strength of its employees. But this is more than just assessing peoples’ skills. Leaders who establish a culture of strength-mindedness instill a collective focus on and value in the strengths of people. It’s a focus that must be engrained into everything and everyone.
Identifying Strengths
We display our strengths each day, and we don’t necessarily require a formal assessment to discover where we excel. But for you to know the strengths of your people, you first need to know your people. Focusing on strengths is inherently a focus on people: their abilities, interests, knowledge, and aspirations. Technical strengths are only a portion of the picture. Strengths are also measured in the softer skills: character, courage, confidence, and communication. Leaders who spend time with their people, getting to know them, have the greatest ability to assess these kinds of strengths and know how they can be applied in the workplace.
Many personal strengths are revealed through one-on-one conversations. Another way to identify character strengths is to observe how your people handle themselves, how they behave, respond, and make decisions. Getting insights from coworkers or other leaders adds to the collection of information on a person’s strengths.
Technical strengths are often more straightforward to judge by reviewing a person’s work: its thoroughness, accuracy and inventiveness. You can see peoples’ strengths by how well they tackle challenges and find solutions to problems. Their values are revealed in how they take on their responsibilities. Making note of these things gives you a good sense for the strengths of your people.
What do you think? Are you creating a culture built on strengths? Can you identify the strengths of your co-workers and direct reports? I’d love to hear from you. You can call me at 561-582-6060, let’s talk. And as always, I can be reached here or on LinkedIn.
