“Companies must develop people in a way that meets their personal 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.”
Gallup Research Shows:
Teams that focus on their strengths every day have 12.5% greater productivity.
Teams that receive Strengths feedback have 8.9% greater profitability.
People who work in the strengths zone:
- Look forward to going to work
- Tell their friends they work for a great company
- Have more positive then negative interactions with co-workers
- Achieve more on a daily basis
- Treat customers better and;
- Have more positive, creative and innovative moments
Businesses that invest in a strengths-based development* typically experience:
- 19% Increased Sales
- 29% Increased Profit
- 72% Lower Employee Turnover
- 23% Increased Employee Engagement
* https://www.gallup.com/cliftonstrengths/en/269615/strengths-meta-analysis-2015.aspx
Gallup’s CliftonStrengths® results give people a way to discuss and develop their unique combination of talents and strengths. The CliftonStrengths® Assessment is the first step in that process. When people identify their talents and develop them into strengths, they are more productive, perform better, and are more engaged. Decades of research have proven that when people are given the opportunity to do what they do best every day, the effect on individual, team, and organizational performance is powerful. The problem is that most people are not able to accurately identify their own strengths and therefore cannot intentionally use them.
Outcomes of team members’ experience, after a strength-based program typically include:
- Understanding their individual talents, themes, and strengths, and gaining insights into how to invest in them, as well as how to apply them individually and as a team.
- Harnessing and using their strengths for greater personal productivity and engagement, and building strong, trusting relationships.
- Identifying a personal action plan to invest in their natural talents in order to transform them into strengths.
- Having a common language to describe their talents, strengths, and weaknesses in relation to performance goals and expectations. The answer to why they do what they do and what makes them unique. Recognizing and appreciating their team members’ talents and understanding how they think, act, and feel provide powerful opportunities to collaborate and harness each other’s talents and strengths.
- Combining their strengths with those of others on the team to achieve success and achieve the organization’s and department’s goals.
- Realizing that a weakness may be an overuse of a talent and then how to manage that weakness, so it doesn’t hold them back from success.
- Building their confidence as individuals and as an organization.