A strengths-based approach is about much more than asking people what they enjoy. It can reshape how you hire, develop and retain talent, how teams work together and how you lead change in a human, positive way.
In this episode of our Strengths at Work – Rethinking Talent series, James Brook explains the core foundations of the strengths-based approach and where it adds the most value across the talent lifecycle – from hiring and career development to team performance and culture change.
Where a strengths-based approach makes the biggest difference
In the video, James highlights several high-impact applications of a strengths-based approach:
- Hiring and onboarding – strengths-based assessment and interview methods improve candidate experience, quality of hire and retention.
- Career and talent development – people use more of their potential when they feel seen, valued and given chances to play to their strengths.
- Team development – teams perform better when everyone understands each other’s strengths, energy drains and how to collaborate around them.
- Culture change and transformation – in difficult economic times, a strengths-based lens helps leaders design more human, creative responses than simply “cut 10 % of the workforce”.
Instead of asking only “What is wrong and how do we fix it?”, a strengths-based approach asks “Where can this person, this team or this organisation be at their best – and how do we design for that?”
Try TalentPredix free
If you are an HR or L&D professional, leader or coach and would like to see how this works in practice, you can request a free TalentPredix trial.
Use it for yourself or a small group in your organisation and see how it changes the way you talk about strengths, performance and change.
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