The goal of becoming a strengths-based organization is to allow employees the opportunity to learn more about what they do best, as well as cultivate and apply their talents through supportive resources on a day-to-day basis. Doing so encourages satisfaction, engagement, and success in what they do.
As the founder of CliftonStrengths Donald O. Clifton explains:
“What will happen when we think about what is right with people rather than fixating on what is wrong with them?”
The Gallup organization has studied the impact of strengths-based development extensively. Gallup’s research confirms that when work groups focus on improving strengths, they increase their performance in a significant way: focusing on strengths has a direct impact on sales and company profit. For leaders, what may be even most interesting is the impact that strengths-based development has on employee engagement.
Gallup reports that leaders who work consistently to develop their strengths have employees who are more engaged than leaders who don’t. As a leader, you are the most important factor in employee satisfaction and engagement. The relationship you have with your employees sets the tone for how enjoyable and productive the work environment on your team will be.
The engagement level of your team affects sales, profit, customer satisfaction, safety, and employee retention. In a time when most talented employees have numerous career options available to them (including freelancing), the cost of losing your best employees can be devastating: not only do they take their own talents with them when they leave, they often also take other employees and your customers.
It’s a simple idea. We can all be happier and more productive if we focus on what we do well and leverage it to the nines. Sales Code helps leaders discover their strengths through assessments and feedback tools and then we provide ongoing coaching, training, and follow-up on applicable, actionable development plans.