Strengths-Based Leadership
Strenghts-Based Leadership
Gallup’s research shows that the most direct path to improving team engagement and performance begins with investing in the development of each employee’s greatest talents.
And in order to identify and develop each individual’s talents, it is essential that the leader first knows their own talents—and turns them into strengths.
Every leader leads in their own unique way and possesses a distinct set of talents. This development program starts with the individual leader’s talent profile and provides insight, understanding, and practical training on how to develop those talents into strengths. It helps leaders use their unique combination of strengths to improve their existing leadership abilities—and, in turn, support the growth of a strengths-based and engagement-oriented team.
Gallup research shows:
- Teams that receive daily feedback and focus on their strengths see a 12.5% increase in productivity.
- When managers focus on employees’ strengths, employee engagement can increase by up to 73%.
- When managers do not focus on strengths, engagement levels can drop to just 9%.
- When leaders focus on strengths, profits can grow between 14.4% and 29.4%.
This leadership development journey focuses on your personal strengths profile and leadership style.
Gallup has shown that leaders who understand their strengths are significantly more likely to build high-performance teams. This program also equips leaders to better handle everyday challenges—both professionally and personally.
Leaders who focus on strengths create engagement.
In a 2004 study, Gallup asked a large group of employees to choose between two statements:
- My manager focuses on my weaknesses or negative traits
- My manager focuses on my strengths or positive traits
Gallup then compared the responses to the employees’ levels of engagement, categorized as:
Engaged, Not Engaged, and Actively Disengaged. The conclusion was clear: A strengths-focused leader, who helps employees develop their talents into strengths and understands how to best apply them, creates higher engagement and stronger performance.
Developing talents into strengths is the key.
More articles
Can Strengths-Based Development pay off?
Gallup investigated whether a strengths-based focus actually works.
The study included 49,495 business units, with a total of 1.2 million employees, across 22 companies, representing 7 different industries in 45 countries.
What sets yoour heart on fire?
Often, the goals we set are about changing things we believe we’re doing wrong.
We want to lose weight, eat healthier, drink less alcohol.
These are goals that often feel exciting and motivating at first—especially when we manage to stick with them for a little while.
But suddenly, they’re forgotten.