Even the most cohesive teams struggle to communicate sometimes. Team coaching can help a group of high-performance individuals that are floundering — so they can come together in support of organizational goals and objectives. — Chris
There’s a famous quote attributed to the legendary management consultant Peter Drucker – “Culture Eats Strategy for Breakfast”.
He didn’t mean that strategy is unimportant – rather that a powerful and empowering culture was a surer route to organizational success than the latest initiative.
A winning culture is one that values strengths-based development. Because a strengths-based workplace is transformational; it’s a culture that focuses on continual growth and improvement among everyone in the organization.
Culture is more important today than ever before. It’s no longer about managing people, it’s about engaging them.
PURPOSE VS. PAYCHECK: People want work that’s meaningful to them. Understanding where they’re strongest allows employees to connect with their company’s purpose.
DEVELOPMENT VS. SATISFACTION: People don’t really care about frivolous perks at work. They want to be developed in ways that tap their natural talents so they can succeed.
COACH VS. BOSS: People want managers who can coach them to understand and apply their CliftonStrengths, and who value them as people and employees.
CONVERSATIONS VS. REVIEWS: People want ongoing feedback and genuine discussions about how they’re doing, not a one-time and one-sided meeting.
STRENGTHS VS. WEAKNESSES: People want the chance to do what they naturally do best, every day. Because weaknesses never turn into strengths, and strengths develop infinitely.
LIFE VS. JOB: People want an authentic relationship with managers that includes talk about both work and life. They want to work somewhere that values their strengths and invests in their ongoing development.
A strengths-based culture is a high-performance culture.
Workgroups that receive Strengths-based development have:
- Customer Engagement: 3.4–6.9 increase
- Employee Engagement: 9.0–15.0 increase
- Safety Incidents: 22.0–59.0 decrease
- Sales: 10.3–19.3 increase
- Profit: 14.4–29.4 increase
- Low Turnover Orgs: 5.8–16.1 pts decrease in turnover
- High Turnover Orgs: 26.0–71.8 pts decrease in turnover