Our approach to strengths-based development
Managers who are struggling to manage, support and motivate their people love the strengths-based development approach. It is practical, simple to do and very engaging for all concerned. Employees become energised and actually want to take responsibility for their own development, and they know how to! This is what makes most of our clients switch to a strengths approach.
Others simply want a fresh, more engaging and effective approach to performance management.
When clients ask what is the best practice performance management approach we point them to strengths. At the heart of the approach are good strengths-based performance conversations, followed by supporting people to develop their strengths and mitigate their weaknesses. They see the impact at all levels of an organisation and at all stages in a person’s career.
Excellent performance comes from a person understanding, consciously using and developing their strengths as well as mitigating their weaknesses. Strengths-based development goes hand-in-hand with performance management because a manager can learn how to manage and develop a person in order to leverage their strengths.
Our strengths-based development approach is simple: we use our Strengthsmatch™ strengths diagnostics tool to allow people to discover their strengths, and we teach them, and their managers, how to use their strengths to best effect on a day to day basis and also how to develop those strengths.
Even the cynics love this approach.