StrengthsFinder Articles - Embedding Strengths in Your Company's DNA
Benefits of using the StrengthsFinder framework in an organization:
PRODUCTIVITY IMPROVED BY 7.8%
PROFITABILITY IMPROVED BY 8.9%
TEAMS INCREASE PROFITABILITY BY 12.5%
STAFF THAT USE THEIR STRENGTHS EVERYDAY ARE 6 TIMES MORE LIKELY TO BE ENGAGED IN THEIR JOB
ENGAGED TEAM HAVE 12% HIGHER CUSTOMER SERVICE SCORINGS
To create a culture that uses StrengthsFinder (Strengths-based organization), there are a few main factors:
You must be 100% committed to StrengthsFinder or it will not work
Your organization and leaders need to know that changing a company culture is a difficult but yet rewarding task. They need to rally together to start using the StrengthsFinder language if it is to succeed
This means that you must significantly shift your company's language; you must change how managers interact with their employees and how employees interact with their peers. What's more, these changes must go deep into your company's DNA.
Ensure that colleagues & staff know each other's StrengthsFinder talents
Come up with creative ways that colleagues & staff can remember or refer to each person's Top 5 StrengthsFinder results. Constantly asking each other is not a solution.
There are many ways to facilitate a shared knowledge of coworker strengths. Talent themes could be posted publicly or shared someplace where other employees could search for their coworkers' top themes. Team meetings could start with introductions that include listing each team member's top talents. Employees should be encouraged to share their themes and have conversations with their coworkers about how they can use their talents to work together more effectively.
Leaders need to have frequent conversations about their member's StrengthsFinder Top 5 talent themes
We forget our Top 5 StrengthsFinder results easily. It's normal, we are human. That is why leaders must be intentionally when it comes to using the StrengthsFinder language in conversations with their team.
Supervisors and managers should be talking with their employees about strengths frequently; Gallup has found that this is linked to employee engagement and business performance. For example, a study of 1,874 individual employees, most of them in sales functions, found that productivity improved by 7.8% after a strengths intervention. And in another study of 469 business units in organizations ranging from retail stores to large manufacturing facilities, business units with managers who received strengths feedback showed 8.9% greater profitability.
Conversations about objectives and task are a normality. But talking about their StrengthsFinder results can increase their engagement.
Too often, when supervisors or managers have conversations with their employees, those interactions are focused on tasks. While it's helpful for managers to understand the tasks each employee is working on, a constant focus on fixing immediate problems can sabotage long-term productivity.
By explicitly acknowledging the uniqueness of each employee, companies energize their workers' independent thinking and creativity.
Have a continuous feedback loop linking their StrengthsFinder results and performance
More frequently than 6 monthly
Link StrengthsFinder results to performance objectives
As we mentioned above, companies should encourage employees to talk with each other about their strengths, and managers should have ongoing conversations with their employees about using their talents in their role. But to embed these changes deeply into a company's DNA, executives must also align performance management systems to reinforce strengths-based behaviors and to ensure that managers provide accurate, ongoing feedback to every employee.
By using the StrengthsFinder language in conversations with leaders & colleagues, you can start to impact your financial bottom line in a positive and significant manner
Source: Gallup Business Journal