Five steps to building a strengths-based culture

According to Gallup, there are five steps to building a strengths-based culture. 

  1. Start with the CEO or it doesn’t work.
  2. Require every employee to discover their strengths.
  3. Build an internal network of strengths coaches.
  4. Integrate strengths into performance management.
  5. Transform your learning programs.

Here are some notes on each of these.

  1. Start with the CEO or it doesn’t work.

People watch what their leaders do and say. And there’s a finely honed BS detector. In team building sessions if I see the leader isn’t engaged and involved, I know the team is going to struggle – during the activity and beyond.

  1. Require every employee to discover their strengths.

Using StrengthsFinder or MBTI gives everyone on a team a common language to talk about unique abilities.

  1. Build an internal network of strengths coaches.

Who are your strengths champions in the organization? How can they coach your high potentials?

  1. Integrate strengths into performance management.

Mangers need to know their own strengths and use them. Then they need to know their people’s strengths and unlock them.

  1. Transform your learning programs.

Get rid of any learning programs that don’t focus on strengths. Strengths are your rocket fuel.

Learn more: Strong Management –  Strengths based training for managers to help their people be at their best.


(data from It’s the Manager book by Jim Clifton and Jim Harter) 

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