If you want to get the best out of your workforce, you need to play to their strengths – and creating a company culture with that focus is critical. This process can be daunting for businesses who are new to strengths-based development, but you can implement cultural change and see results more quickly than you might imagine. We support clients going through this process by taking them through 7 steps to success. Today we’re sharing them with you.
Step 1: Unlock Strengths
It’s essential to begin by mining for knowledge – specifically about you and your employees. We use the Gallup CliftonStrengths assessment, which we ask all members of a business to take to identify their natural skill-sets. Once you’ve taken the comprehensive test, you’ll know your innate top five talents – and those of the people around you – so, you can begin a group effort to turn them into strengths and boost everyone’s performance.
Step 2: Understand Motivation
If you want to fine-tune performance, you need to understand what motivates a person. To discover this, we use Motivational Maps – a powerful tool that gets to the heart of what drives us all. Each person’s map will show the deeper levels of motivation at work in their lives, and you can use it to enhance their experience at work and engagement levels. As well as building a clear picture of their motivations today, you can use the tool time and again to see how things change over time. Now you’ve got the knowledge, you can begin to use it.
Step 3: Claim Strengths
Despite being gifted with natural talents, it’s easy for them to be ignored or forgotten in the daily grind. Now you’ve discovered what a person’s top five talents are, you can help them reflect on their past achievements. This allows them to celebrate and claim these moments of peak performance and remember how good it felt to work to their strengths.
Step 4: Aim Strengths
Now strengths have been identified and claimed, it’s time for action. This crucial step is where you encourage and enable your employees to do what they do best every day. Research shows that people working to their strengths can achieve near perfect performance. Imagine the level of productivity in your workforce when everyone is working to their strengths – it’s going to be a gamechanger for your business.
Step 5: Lead With Strengths
As part of this process, all leaders in your organisation will have gone through the same process of naming and claiming talents. Those in senior positions are responsible for a vital part of building a strengths-based culture – communication. Give your people the information they need in a way that resonates with all of them, schedule regular catch ups and ensure that everyone understands what is required of them. Breaking down barriers to communication will encourage closer collaboration and mitigate misunderstandings.
Step 6: Build Teams
It should now be much easier for managers to build teams that work brilliantly together. You can ensure you partner up people who have complementary skill-sets and allocate the right work to the right employees. Teams formed in this way are formidable.
Step 7: Sit Back
Congratulations, you’ve successfully implemented a strengths-based culture in your company. You can now focus on leading – and trust your teams to deliver. As you survey your business, notice:
– Your happy, engaged and more productive workforce.
– The impact of this boost on your profitability.
– A better rate of retention as happy staff stick around.
– Interest from new talent, who’ve heard from your people that this is a great place to work.
If you’d like any help with building a strengths-based culture in your business, please get in touch on 01603 567794 or email email@example.com.