In today’s fast-paced, unpredictable work environment, organisations need more than just skilled employees – they need people who are energised, resilient, and able to adapt to constant change.
Coaching has become a widely used and evidence-based method for enhancing performance, engagement, resilience and wellbeing. Among the most impactful approaches is strengths coaching, rooted in positive psychology. Rather than focusing on fixing weaknesses, it helps individuals leverage their unique strengths and motivators to achieve high performance and personal fulfilment, even in times of disruption.
This blog explores the core principles of strengths coaching, its growing relevance in today’s workplace, and how leaders can embed it into their people strategies to unlock sustainable growth.
Why Strengths Coaching Matters Now More Than Ever
Strengths coaching is a future-focused, energising approach that supports people to identify and optimise what they naturally do best. It empowers individuals to bring more of their authentic strengths to their roles — leading to increased confidence, motivation, resilience and performance.
In a world where organisations face rapid digital transformation, evolving workforce expectations, and rising mental health challenges, strengths-based coaching provides a powerful foundation to:
By shifting the lens from what employees lack to what energises and drives them, businesses can build more agile, fulfilled, and high-performing teams.
The Core Principles of Strengths-Based Coaching
An effective strengths coach helps individuals and teams turn their natural potential into consistent, high-impact performance. The approach is built on five foundational principles:
1. Focus on Strengths
Rather than trying to “fix” people, strengths coaching helps them double down on what they’re already good at – their innate talents and underlying success enablers. Weaknesses aren’t ignored, but they’re managed more strategically and creatively.
2. Recognise That Everyone Has a Unique Success Formula
Even within the same role, people achieve success in different ways. Strengths coaching helps individuals discover their personal success formula for performance, fulfilment, and growth.
3. Manage Overused Strengths and Blind Spots
Sometimes, a strength used in the wrong context or too intensely can become a liability, what we refer to as “overuse of strengths”. Coaches support clients to spot overuse patterns, manage risks, and maintain balance.
4. Leverage Positive Emotions to Fuel Creativity and Growth
Positive emotions like enthusiasm, pride, and curiosity don’t just feel good – they broaden cognitive capacity and boost innovation. Strengths coaching creates the conditions where these emotions thrive.
5. Build a Self-Fulfilling Cycle of Success
When individuals feel seen, valued, and capable, their belief in their potential increases. This creates a powerful upward spiral of confidence, initiative, and achievement.
Strengths Coaching in Action: How to Embed It in Your Organisation
Integrating strengths-based coaching into your culture doesn’t require a complete overhaul — just a shift in mindset and some strategic steps:
1. Make Strengths a Core Part of Conversations
Move beyond traditional performance reviews. Encourage managers to ask:
2. Equip Leaders to Be Strengths Coaches
Train managers and HR partners in core coaching skills and provide tools like TalentPredix™, which goes beyond traditional personality and strengths assessments to reveal individuals’ top strengths, motivators, and values in a clear, actionable format.
TalentPredix™ empowers coaches and leaders with science-backed insights and practical guidance to help individuals thrive in their roles and manage performance blockers – making strengths coaching easier to deliver and scale.
3. Build Strengths-Based Teams
Use team profiling to understand group dynamics, highlight collective strengths, and identify gaps. TalentPredix™ includes a Team Strengths Matrix that helps teams enhance collaboration and align around complementary strengths and success factors.
4. Reframe Weaknesses and Focus on Growth
Encourage people to view weaknesses as manageable, not fixed. Pair employees with complementary strengths and cultivate a growth mindset.
5. Track and Measure Impact
Use engagement surveys, 360 feedback, and performance metrics to evaluate the impact of strengths coaching. TalentPredix offers insights that link strengths development to tangible outcomes in engagement, collaboration, and productivity.
A Strategic Advantage for Thriving in Uncertainty
In a world where change is constant, strengths-based coaching is not just a development tool – it’s a strategic advantage that can accelerate results and positive transformation.
It enables people to thrive through uncertainty, align their roles with purpose and energy, and contribute to a culture where everyone brings their best. For organisations, it builds high-performing, adaptable teams that are ready to meet the demands of a rapidly evolving world.
By embracing this approach, you unlock untapped potential and create a workplace where people are not just surviving, but truly thriving.
Discover how TalentPredix® can help you embed strengths coaching into your leadership, team, and talent development strategies.
👉 Learn about our consulting solutions
👉 Try our assessment for free
👉 Learn about practitioner certification
Let’s build a thriving, high-performing workplace where everyone brings their best.
Resilience is a cornerstone of workplace success, enabling individuals and teams to persevere through challenges, adapt to change, and maintain focus during demanding and turbulent times. However, while resilience is an essential strength, its overuse can lead to unintended consequences, such as burnout, taking on too many risky or complex challenges simultaneously, and unhealthy work habits. To ensure resilience remains a positive force, individuals and organizations must find the right balance. How can they achieve this?
Understanding the Overuse of Resilience
When overused, resilience can lead to an unhealthy reliance on “pushing through” rather than prioritizing workload and finding innovative solutions to challenges. Resilient individuals and teams may prioritize endurance over adaptation, which can result in prolonged periods of unnecessary strain and taking on too many risky or high-pressure projects or initiatives.
Another risk of overusing resilience is the potential for emotional suppression and denial of stress. While resilience often involves staying strong in difficult situations, an excessive focus on toughness can prevent individuals from acknowledging their limits and seeking support. This can lead to burnout and negatively impact mental and physical health.
What Overuse of Resilience Looks Like
When someone leans too heavily on their resilience strength, it can manifest in several ways, including:
What Triggers the Overuse of Resilience?
The overuse of resilience often arises from personal tendencies and external pressures. Common triggers include:
Strategies for Managing Resilience
To prevent resilience from becoming a liability, individuals and organizations should implement strategies that encourage a balanced approach:
Resilience is a vital strength, but like any talent, it needs to be managed wisely. By fostering adaptability, emotional intelligence, and self-care, organizations can ensure resilience remains a positive force for individuals and teams. Balancing resilience with these complementary strategies will help employees thrive without falling into the pitfalls of overuse.
If you want your employees to achieve better performance and career success by optimizing their strengths and gaining insight into potential blind spots and limiting behaviours, contact us at info@talentpredix.com to learn more about the award-winning TalentPredix strengths assessment.
Leading creative professionals in the fashion industry demands a nuanced approach that balances fostering originality and innovation with meeting organizational goals in an ever-evolving landscape. Here are five essential principles for effectively guiding and inspiring creative teams:
Create an Environment Where Creativity Flourishes
Creativity flourishes in environments designed to spark imagination and fuel innovation. A workspace infused with natural light, inspiring decor, and flexible layouts can invigorate the creative process, offering a foundation for fresh ideas. However, an inspiring physical space is only part of the equation—high expectations coupled with empowering and inspirational leadership form the backbone of truly exceptional creative teams. Leaders who set ambitious but achievable goals while encouraging original thinking and risk-taking create a culture where creativity thrives. Providing space for exploration and experimentation signals trust in your team’s abilities, empowering them to push boundaries and develop groundbreaking ideas while staying aligned with practical objectives. As Bernard Arnault, CEO of LVMH, aptly observed in his interview with Forbes, “Creativity—yes, but executed in a way that people like and can use.” This balance between inspiration and practicality is essential for transforming creative vision into impactful results.
Provide a Clear and Compelling Direction
Creative freedom is most effective when guided by a clear and compelling purpose. Communicate the brand’s vision and goals to ensure alignment between the team’s creative efforts and organizational objectives. As highlighted in the HBR article“Leading Creative People Is Hard — Here’s How to Do It”: “Creatives thrive in environments where they feel valued, understood, and free to explore without fear of immediate critique.” Balancing freedom with strategic alignment keeps the creative process focused and impactful.
Encourage Collaboration Across Teams
Cross-functional collaboration is vital for creating cohesive products and experiences that resonate with consumers. By facilitating regular brainstorming sessions and encouraging your creative team to collaborate with departments like marketing, merchandising, production, and sales, you foster mutual respect and ensure ideas are both innovative and practical.
In today’s fast-changing fashion landscape, collaboration shouldn’t stop within the organization. Encouraging creative teams to explore partnerships with external entities can yield groundbreaking results. Recent collaborations, such as Loewe’s partnership with performance brand On or Gucci’s innovative alliance with The North Face, highlight how cross-industry creativity can produce unique, market-shaping designs. These partnerships not only expand creative horizons but also enhance brand visibility and relevance in an increasingly interconnected world.
Balance Creativity and Commercial Viability
Creative ideas must resonate not only with artistic expression but also with changing customer preferences and market demands. Encourage your team to consider consumer preferences, market trends, and brand positioning. In the words ofChristian Dior, “Behind all the frills and furbelows are figures that talk,” leaders should guide their teams to ensure creativity aligns with financial and practical realities. This balance supports originality and innovation while driving growth and profitability.
Offer Constructive Feedback and Support
Feedback is crucial in nurturing creative talent. Publicly celebrating successes boosts morale, while offering constructive criticism enhances work without stifling creativity, self-worth, or autonomy. Striking this balance is often challenging, particularly in an industry where harsh critique has traditionally been viewed as a rite of passage to the top—much like the portrayal in The Devil Wears Prada. It’s important for creative leaders to be honest yet constructive, remembering that the goal of feedback is to inspire change and improvement, not to humiliate. For more on delivering empowering feedback, see our previous blog on this topic here.
The fashion industry demands creativity, but managing it effectively requires a nuanced approach. By fostering an inspiring environment, providing clear direction, encouraging collaboration, balancing creativity with practicality, and offering thoughtful feedback, leaders can unlock their team’s full potential.
To learn more about our training and coaching programs for creative leaders in the fashion and luxury industries, contact us at info@talentpredix.com
In 2025, effective leadership is less about fixing weaknesses and more about harnessing strengths, individuality and originality. Positive psychology teaches us that focusing on what’s right and tapping into people’s strengths and full potential can unlock peak performance, innovation and a thriving culture. By leveraging strengths and cultivating a positive mindset, you can inspire your team and lead with purpose. Here are seven ways to elevate your leadership using the principles of strengths-based leadership and positive psychology.
1. Identify and Amplify Strengths
Start by recognizing the unique strengths of both you and your team members. Use a next-generation strengths assessment tool like TalentPredix to identify team members’ unique strengths, career motivations and values, then assign roles and responsibilities that align with these strengths and underlying success drivers. A strengths-based approach boosts confidence, engagement and teamwork, leading to higher performance and faster adaptation.
2. Practice Strengths-Based Delegation
Instead of focusing on what someone lacks, delegate tasks that align with their natural strengths, motivations and aspirations. When people work within their strengths, they feel energized and perform better. As a leader, this approach not only drives results but also fosters a culture of empowerment and innovation.
3. Cultivate a Growth Mindset
Positive psychology emphasizes the power of belief in personal and collective growth. Create a safe space for people to share ideas and different perspectives openly, without harsh judgement or critique. Encourage a mindset where challenges and setbacks are opportunities for development. Celebrate progress, learn from failure, and inspire your team to engage in creative problem-solving and innovation to keep pushing boundaries.
4. Promote a Great Work Culture
A positive, great place to work is a cornerstone of success, growth and innovation. Drawing on Goffee and Jones’ elements of a positive culture, such an environment empowers employees to make a difference by amplifying their strengths, fosters radical honesty and transparent communication, provides meaningful work and opportunities for growth, encourages authenticity by enabling employees to be themselves, and ensures they feel deeply connected to their roles and the organization.
Regularly highlighting achievements, recognizing both individual and team contributions, and expressing genuine gratitude are key practices that build this culture. These actions not only enhance morale but also cultivate trust and mutual respect, strengthening relationships across the organization. When employees feel valued and supported, they collaborate more effectively, tackle challenges with creativity and innovation, and contribute to driving the organization forward with purpose and passion.
5. Lead with Realistic Optimism
Optimism is a powerful force, and as a leader, your outlook significantly shapes your organization’s culture. However, true leadership requires a balance of positivity and pragmatism. Embrace a future-focused perspective that highlights possibilities while acknowledging challenges honestly. When obstacles arise, frame them as opportunities for growth and adaptation, providing your team with hope and motivation while maintaining credibility. Realistic optimism ensures that your vision inspires confidence without setting unattainable expectations, fostering a culture of trust, resilience, and progress.
6. Role Model Empathy and Emotional Agility
Self-awareness, empathy, and emotional agility are the cornerstones of effective and positive leadership, especially in high-pressure situations. Understanding your own emotional triggers and strengths allows you to maintain composure under stress, setting a steady example for your team. Simultaneously, tuning into the emotions of others helps you provide support and reassurance, fostering trust and connection. Leaders who prioritize emotional intelligence create a safe space for open communication and collaboration, even in challenging circumstances. Remaining calm under pressure not only reinforces confidence in your leadership but also empowers your team to navigate difficulties with clarity and focus.
7. Inspire People and Provide Meaning
Connecting daily tasks to an inspiring larger purpose is essential for fostering motivation and fulfilment. Help your team see how their unique strengths and efforts contribute to shared goals and create meaningful impact. A powerful way to reinforce this connection is through regular feedback, not only from within the team but also from customers and stakeholders. Customer feedback provides tangible evidence of the value and impact of the team’s efforts, offering a sense of accomplishment and validation. When people see how their work influences others and aligns with the organization’s purpose, they are more engaged, motivated, and fulfilled, driving both individual and collective success.
By focusing on strengths and positive psychology, you can transform your leadership in 2025. A positive, strengths-based leader inspires confidence, builds trust, and fosters a thriving environment where everyone can grow and succeed together. Lead with positivity and watch your team, and your organization, reach new heights.
Further Reading to Enhance Your Leadership:
How Can Leaders Hit The Ground Running In 2025?
10 Essential Leadership Tips for 2025
Warning: Upgrade your personal operating model | McKinsey
Top Leadership Skills To Prioritize And Develop In 2025
The future of work: how leaders can stay ahead in 2025
London (November 2024) — TalentPredix™ is delighted to announce that it is launching in Australia through a partnership with SHK, a specialist people advisory firm offering expertise in executive search, executive interim management, career management, and outplacement.
TalentPredix™ is the world’s first strengths-based assessment system that comprehensively measures the key drivers of peak performance and career thriving – individual talents, career motivations, and potential.
This award-winning assessment transforms how organisations hire, develop, and engage talent, empowering businesses to improve talent outcomes and unlock the full potential of their people. By helping individuals and teams discover their unique strengths and potential, TalentPredix™ enables organisations to navigate constant change with greater agility, confidence, collaboration, and commitment.
Endi Frydman, Managing Partner and National Leader of SHK’s Outplacement & Career Management Practice states: “As a firm, we have sought out the world’s most innovative and impactful tools to support our clients’ growth and performance, in addition to supporting outplacement participants to maximise their strengths and effectively navigate career change.”
Tim Morden, Managing Director says: “We believe that providing a deeper level of assessment across our range of people advisory services, is fundamental to supporting our clients to achieve their strategic objectives through their people. After evaluating a significant number of assessment tools both domestically and abroad, I am thrilled to introduce TalentPredix™ to our Australian clients. This cutting-edge assessment represents a transformative approach to understanding and unlocking human potential, enabling businesses to elevate talent performance, and individuals to navigate the future of work with confidence. We are excited to partner with the TalentPredix™ business to bring this pioneering tool to life within Australian organisations to further enhance exceptional talent outcomes and empower individuals to thrive.”
James Brook, founder and CEO of TalentPredix™, remarks: “We’re delighted to welcome SHK in Australia to our growing global network of partners. As the world of work evolves at an unprecedented pace, many traditional assessment tools, designed decades ago, struggle to keep up with these changes. TalentPredix™ stands out by uncovering each candidate’s unique talents, career motivations and values, aligning with modern approaches that emphasise individuality, strengths, and career thriving. When organisations truly understand and leverage their people’s unique talents and full potential, they can achieve transformative results and significantly enhance lasting success.”
TalentPredix™ is designed to support every stage of the employee lifecycle, from recruitment and team building to career development and future role readiness. By amplifying strengths and unlocking each person’s potential, TalentPredix™ drives performance, enhances career thriving, and builds resilience in navigating change. When applied organisation-wide, TalentPredix™ empowers businesses to unleash the full potential of employees and teams, accelerating success, innovation, and sustainable growth.
For more information, please contact:
SHK
Website: https://www.shk.com.au/contact
LinkedIn: https://www.linkedin.com/company/shk/
TalentPredix
Website: https://talentpredix.com/
LinkedIn: https://www.linkedin.com/company/talentpredix
Imagine if everyone on your team could spend most of their time doing what they’re naturally great at. How much more productive, creative, and engaged would they be? That’s the idea behind strengths-based people management – focusing on what people do best so they can consistently perform at their highest level.
What is Strengths-Based People Management?
At its core, strengths-based leadership is all about helping employees discover, develop, and use their unique talents. Grounded in positive psychology, it emphasizes that everyone has different underlying talents, and when those talents are developed, optimized and matched with the right type of tasks and roles, they’re likely to deliver great results and be recognized as strengths by others.
Why is Strengths-Based People Management Important?
There are several reasons why applying strengths-based leadership is crucial, especially in today’s fast-changing world. Research suggests that employees achieve their best task performance outcomes when they focus on their strengths rather than their weaknesses. For instance, a creative employee is at their best when given the opportunity to develop innovative solutions.
In addition, leveraging employees’ unique strengths leads to higher engagement. When tasks align with an individual’s strengths and motivations, it boosts engagement and fosters an open environment where employees feel more motivated in their role and confident to share ideas and insights on ways to improve outcomes with both peers and supervisors.
Studies also show that strengths-based people management contributes to better teamwork, creative problem-solving, customer engagement and financial results, among other critical business outcomes.
3 Common Myths About Strengths-Based Leadership
Even though it’s a powerful and increasingly popular approach in organizations in the UK and globally, there are still some common misconceptions about strengths-based people management that prevent organizations from fully embracing it. To explore more about where strengths-based development is heading, you can check out this article here: The Future of the Strengths-based Assessment .
First, let’s debunk three common myths and explain why they don’t hold up.
Myth #1: Focusing on Strengths is Just a Trend
Although strengths-based leadership is becoming more popular, it’s by no means a new idea. In fact, management expert and the “father of management science”, Peter Drucker, was advocating for the power of strengths-based management back in 1967 in his book The Effective Executive.
Moreover, extensive research over the past three decades consistently shows that when leaders and managers prioritize leveraging their team members’ strengths, they achieve superior business outcomes, along with higher levels of employee engagement, satisfaction, and commitment. From increased productivity to enhanced team morale, this strengths-based approach has proven to be a powerful driver of success across various industries. With decades of evidence and growing adoption in workplaces worldwide, it’s clear that this strategy is not just a passing trend, but a fundamental shift in how organizations can unlock the full potential of their people and sustain long-term success.
Myth #2: Strengths Can Never Be Used Excessively
While helping people discover and leverage their strengths often leads to better workforce outcomes, it can also have unintended drawbacks. This stems from the dual nature of human strengths. Much like jet engines, natural talents possess immense power to generate positive energy and propel us toward performance and career goals. However, when overused or used in the wrong way, these same strengths can lead to unintended consequences or even significant setbacks.
We define overused talents as those that, when applied excessively or inappropriately, produce negative outcomes, damaging results, relationships and even the person’s reputation. What might be seen as a strength in one context can appear as a weakness in another, resulting in poor results, or even career derailment. For example, boldness may manifest as recklessness, and understanding others (or empathy) can lead to over-empathizing, emotional burnout, and dependency. Research indicates that career setbacks and performance issues are often caused by overused strengths rather than more obvious skill gaps or competency weaknesses.
To fully optimize talents and ensure they are seen as strengths, individuals need to develop the skill and adaptability to apply them effectively across various situations. This can be expressed as:
Optimized Talents = f (Talent × Skill × Adaptability)
By honing the ability to adjust and refine how they use their strengths, individuals can achieve better outcomes and build more successful, sustainable careers.
See our CEO, James Brook’s blog HERE for more about overusing talents and strengths.
Myth #3: Knowing Our Strengths Makes Us a Better Performer
The idea that simply knowing our strengths automatically makes us better performers is a common misconception. While self-awareness is an essential first step, it’s not enough on its own to drive high performance. Just identifying strengths doesn’t guarantee they will be used effectively or in a way that consistently benefits the individual or organization. True performance improvement comes from learning how to apply strengths skillfully, adaptively, and in balance across different situations. Without the ability to adjust and refine how strengths are used, individuals can fall into the trap of overusing or misapplying them, leading to negative outcomes such as strained relationships, poor decision-making, or even burnout. Research shows that people often face career setbacks not because they lack strengths, but because they haven’t optimized their strengths by putting in the hard work to develop the skills to use those strengths appropriately. To truly thrive, individuals must go beyond self-awareness and stretch their strengths, just like an elite performing athlete or artist would do. This involves cultivating the skills, adaptability, judgment, and self-discipline needed to leverage their strengths effectively.
Concluding Remarks
Clearing up these myths about strengths-based leadership is key for leaders and managers who want to unlock their team’s potential. By understanding and tapping into employees’ unique strengths, leaders can create a workplace where people feel confident and empowered, leading to better performance and more engagement.
Want to help your employees reach their full potential? Contact us at info@talentpredix.com to learn more about how our award-winning TalentPredix™ strengths assessment can provide invaluable insights and create a transformative change.
Creativity is a key driver of innovation and problem-solving in the workplace. However, while creativity is undoubtedly a valuable talent when used effectively, its overuse can lead to unintended consequences, including inefficiencies, unnecessary risks and implementation challenges. To keep creativity as a positive force, creatives and their organizations need to find the right balance. How can they achieve this?
Understanding the Overuse of Creativity
Creativity, when overused, can result in a lack of focus and direction. Creatives, and teams led by creative leaders, may end up generating too many ideas without ever fully developing or implementing them. This can lead to “idea fatigue,” where employees feel overwhelmed by the sheer volume of new ideas and possibilities. Additionally, the overemphasis on creativity can cause teams to stray from proven methods and frameworks, leading to unworkable ideas and operational inefficiencies.
Another risk of overusing creativity is the tendency to prioritize novelty over practicality. While innovative ideas are exciting, they are not always feasible or aligned with the organization’s goals or customer needs. This can result in solutions that are exciting and interesting but impractical, diverting attention and resources from more practical, cost-effective alternatives.
What Overuse of Creativity Looks Like
When someone relies too heavily on their creative talent, it can lead to several imbalances and challenges, including:
What Triggers the Overuse of Creativity
Overuse of the creativity strength is usually triggered by several factors related to both personal tendencies and situational factors. Common triggers include:
Strategies for Managing Creativity
To avoid the pitfalls of creativity overuse, organizations must ensure they harness the power of creativity while maintaining focus and efficiency.
Creativity is a powerful talent, but like any talent, it must be used wisely with careful consideration of the needs of the situation and resources available. By setting clear objectives and guiding principles, fostering critical and pragmatic thinking, and promoting collaboration, creatives can harness the benefits of creativity without falling into the trap of overuse. These strategies will ensure that creativity remains a driver of innovation and success, rather than a source of inefficiency and frustration.
If you want your employees to achieve better performance and career success by optimizing their strengths and gaining insight into potential blind spots and limiting behaviours from their overuse, contact us at info@talentpredix.com to learn more about the award-winning TalentPredix strengths assessment.
Boldness (or courage) has always been one of my greatest strengths. Throughout my career, this underlying talent has enabled me to challenge the status quo and speak out honestly in the pursuit of progress, both in corporate settings and as an entrepreneur. In 2005, boldness inspired me to start my first venture: a pioneering positive leadership and online strengths assessment business. At the time, this approach was still nascent and not widely regarded as a scientific method for talent management and people development. Today, it is a cornerstone of progressive organizations’ talent strategies. However, influencing this change in the early years required resilience, perseverance, patience, and above all, the courage to challenge the prevailing weakness-based assumptions about people management and development.
My boldness can be traced back to my childhood when I regularly challenged parents, teachers, and other authority figures whenever something seemed unfair or illogical. However, in my early years, this boldness was often used clumsily, leading to unintended negative outcomes…and numerous canings from teachers (yep, those were the days when corporal punishment was permitted). I vividly recall a moment in my mid-20s when I carelessly challenged an executive at a financial services firm where I worked. My challenge, poorly worded as a statement rather than a question, was ill-judged. As a result, my manager, who was present, provided harsh but fair feedback on being more thoughtful when challenging top leaders in the future. This incident might have been acceptable in Scandinavia, where I worked for a few years, but it was certainly not in a traditional British bank in the 1990s.
Unfortunately, at that time, there was little understanding of the idea of overusing one’s strengths; strengths and weaknesses were seen simplistically as binary opposites with most of the time focused on fixing weaker areas. Even today, my experience suggests that only 5-10% of people at work are familiar with this crucial concept, which highlights serious failings in our efforts as talent development professionals and coaches to help employees achieve greater self-awareness and mastery over their learning and growth.
Yet, this concept is transformative for personal development, often providing ‘ah ha’ moments for many we work with. People are more receptive to feedback when they understand it relates to one of their strengths used ineffectively. Most of us strive to use our strengths skilfully because these areas energize us the most and give us a greater sense of unique identity, purpose and value. When we recognize our overused ‘blind spots,’ previously seen as weaknesses by colleagues and others around us, we feel empowered to implement strategies to manage them effectively. You can read more about some of these strategies HERE.
When Boldness is used excessively, it can manifest as:
For leaders, this overuse may result in overbearing or domineering leadership, especially if Boldness is paired with decisiveness, confidence, and a strong focus on results.
There are various triggers that can lead to the excessive use of Boldness. These include:
Below are some proven strategies to avoid overusing Boldness:
By integrating these strategies, you can maintain your Boldness while ensuring it doesn’t lead to negative consequences. Balancing Boldness with understanding, empathy and situational agility will help you achieve more positive outcomes and build stronger relationships.
To find out how we can help your organization avoid using overused talents to help your employees thrive in their careers, contact us at info@talentpredix.com.
In today’s tough talent marketplace, improving talent mobility is more important than ever. Talented employees are looking for more frequent career moves that align with their strengths and aspirations. Talent mobility enables employees to move more easily in the organization, creating a dynamic and highly skilled internal talent marketplace. So, what are some of the ways you can improve talent mobility?
Identify the unique strengths and career motivations of your people
It is vital to understand and value the unique and diverse strengths and talents of your people, which may not be obvious. Therefore, we recommend a profiler like TalentPredix that helps people understand their talents and strengths and how to get the best from these by aligning them with opportunities that are most likely to motivate and advance them. As a next generation strengths assessment, it also provides actionable insights about individual’s career motivations and values, enabling them to focus on roles and career pathways that will suit them most.
Provide and communicate clear, flexible career pathways
It is important to design fluid career pathways to facilitate movement to different parts of the organization. However, a flexible structure without good communication will do little to unlock mobility. It is vital to provide up-to-date and engaging communication about different career pathways to all employees. For example, employee video stories of non-traditional moves can be captured and shared to highlight the range of possibilities open to employees, including cross-department, lateral and country moves (if the company operates across multiple geographies).
Any openings should be posted internally to encourage internal moves within the organization before opening the vacancy to external candidates. This can be done in various ways, including on the company’s Intranet, internal job boards, collaboration platforms and/or regular email notifications. The posting process should be guided by HR policy and guidelines that specify the specific procedure to be followed to promote fairness, transparency, and objectivity.
Promote cross-functional/business unit projects
In our experience, too few businesses are harnessing the numerous benefits of encouraging cross-functional/business unit projects and initiatives. Advantages of such projects include improved cross-department understanding, better collaboration and problem solving and greater levels of creativity and innovation. Employees assigned to cross-functional projects will build a greater understanding of the business and learn about opportunities they may wish to transfer to in the near term or at some point in future.
Offer regular development
Inclusive and regular skills development is crucial to ensure employees can expand their skills and take on new challenges and roles in the company. As well as technical skills training, professional skills development in crucial areas such as resilience, navigating change, communication and influence, digital literacy, and problem-solving should be offered to improve these skills throughout the business. Insofar as possible, it is always better to open such training to everyone in the business so that employees can come together, meet colleagues from other areas of the business and learn from them.
Provide mentoring and coaching
Mentoring programs provide opportunities for less experienced employees to be guided and supported by people who are more experienced, ideally those outside their immediate team and/or business area. This helps employees to think more expansively about opportunities and ensures they are better prepared for future roles. Similarly, managers should be trained up as competent and confident career coaches so they can offer regular check-ins and high effective career conversations that enable meaningful career planning, action, and adaptation.
Beyond mentoring and coaching, promoting cross-team networking and companywide social activities are also important to encourage new collaborations and insights into different areas of the business.
By implementing these talent mobility strategies, organizations can create a positive and dynamic internal talent marketplace where employees feel encouraged and supported to navigate a flexible career path that fits their strengths, aspirations, and motivations, rather than a rigid one prescribed by the organization.
If you would like support to unlock the full potential of your internal talent and promote talent mobility and thriving careers, contact us at info@talentpredix.com
London (November 2023) — TalentPredix™ is delighted to announce that it is launching in Scandinavia through a partnership with Gudman Leadership. TalentPredix, an innovative next generation strengths assessment system, provides a comprehensive measure of people’s unique talents, career motivations and values. It transforms the way clients hire, develop, and engage talent, enabling businesses to improve talent outcomes and unleash the full strengths and potential of their people.
“As a coach and a seasoned International Talent and Leadership Professional, I firmly believe in building diverse, inclusive and high performing cultures. I help people play to their strengths, unlock their greatest potential, and drive growth by creating caring and sustainable teams” says Marlene Gudman, founder of Gudman Leadership and continues, “The future of leadership is all about building relationships and creating a place, where people belong. In this process, it is essential to have an assessment tool that covers the employee life cycle, identify people’s strengths, motivations and values and is based on substantial research. I am very excited to introduce TalentPredix to Scandinavia and I have already had some amazing feedback from new and existing clients, especially when working with diversity.”
James Brook, founder and CEO of TalentPredix™, comments: “The way we work is changing faster than ever, yet most workplace assessment tools haven’t kept pace with these changes. It is the ability to uncover a candidate’s unique talents, career motivations and values that sets TalentPredix™ apart and suits modern thinking around amplifying individuality and strengths in the workplace. When organizations understand and optimize people’s unique talents and strengths, their results and capacity to transform the success of the organization are significantly multiplied and sustainable. Having spent several happy years living in Denmark when working for Novo Nordisk Pharmaceuticals in a corporate Talent and Leadership role earlier in my career, I am excited to be partnering with Marlene and her team to grow our business in Scandinavia.”
TalentPredix™ can be used in different stages of the employee life cycle, from recruitment and team building to career development and preparing people for future roles. Spotlighting strengths and bringing out the best in people enables them to thrive, accelerates performance and delivers better business results. Applied organization-wide, the assessment and strengths-based talent solutions help businesses to optimize their employees’ strengths and create diverse, high-performing sustainable teams and workplaces.
For more information, please contact:
Marlene Gudman, Gudman Leadership
Email: marlenegudman@outlook.com
Website: https://gudmanleadership.com/
LinkedIn: https://www.linkedin.com/in/marlene-ramsing-gudman-672a2b3/
James Brook, TalentPredix
Email: james.brook@talentpredix.com
Website: www.talentpredix.com
LinkedIn: https://www.linkedin.com/in/jameshbrook/