
According to Gallup, there are five steps to building a strengths-based culture.
- Start with the CEO or it doesn’t work.
- Require every employee to discover their strengths.
- Build an internal network of strengths coaches.
- Integrate strengths into performance management.
- Transform your learning programs.
Here are some notes on each of these.
- 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.
- Require every employee to discover their strengths.
Using StrengthsFinder or MBTI gives everyone on a team a common language to talk about unique abilities.
- Build an internal network of strengths coaches.
Who are your strengths champions in the organization? How can they coach your high potentials?
- 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.
- 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)