Fitness training emphasizes building muscle, not obsessing over physical limitations. Strength-based coaching works the same way. As a CliftonStrengths Coach, I’ve seen firsthand how companies transform when they focus on what their employees and teams naturally do best, bolstering their success in four key areas: performance management, employee retention, succession planning and client relationships. Let’s look at how you can win maximizing what you already have.
A strengths-based approach taps into each person’s unique set of talents. Whether it’s effortlessly starting conversations or spotting patterns, these natural abilities are the core of what people do best. When combined with knowledge and skills, these talents build strengths that fuel personal growth and professional success.
Strengths-based coaching doesn’t ignore weaknesses but encourages growth from the context of one’s strengths. Think of writing with your nondominant hand: you can do it, but it can be sloppy, time-consuming and frustrating. Fixating on weaknesses is like asking someone to operate with their nondominant hand.
Performance skyrockets when people harness their strengths. Leaders have a tremendous opportunity here, yet Gallup reveals that only one in four employees feels they use their strengths at work daily. Teams that embrace strengths coaching report an 8.9 percent boost in profitability. To capitalize on this potential, leaders should:
* Identify each employee’s unique talents, creating opportunities to amplify those strengths.
* Align roles and responsibilities with their natural abilities.
* Design performance evaluations that celebrate strengths while acknowledging areas for improvement
Employee retention poses a growing challenge across industries. However, Gallup revealed that employees who use their strengths daily are six times more likely to feel engaged in their work and report a threefold increase in their quality of life, enhancing both confidence and competence. To retain top talent, leaders must:
* Utilize strengths assessments to help employees understand their potential.
* Connect employees with others whose strengths complement their own.
* Publicly celebrate the unique contributions of each team member.
Succession planning is vital for ensuring organizational continuity. By developing strength-based leaders, companies create a more resilient leadership pipeline. Strengths-based leadership development:
* Clarifies the pathway for identifying future leaders.
* Enhances career progression by aligning talent with opportunity.
* Ensures smooth leadership transitions rooted in proven performance.
Strengths-based teams exude confidence and effectiveness that positively influence client interactions, strengthening these relationships. Customers notice when they’re working with people who are energized and competent. To deliver consistent, high-quality service, encouraging long-term loyalty, leaders must:
* Utilize employee strengths to create more engagement, enhancing customer experiences.
* Create teams that effectively collaborate to meet client needs by leveraging complementary strengths.
Donald Clifton, psychologist and CliftonStrengths founder, sums this up best: “Let’s not waste time trying to be well-rounded; instead let’s figure out what we’re great at and sharpen it … individuals should be sharp, but a team should be well-rounded.”
Judy Bodenhamer is founder and managing director of Client Experience Group
