Spending some time searching the site, and the sites of many of you who are members of EEN (TEEN?), it seems that a strengths-based approach to engagement
is a method employed by many of us.
As examples: In a quick e-mail exchange with David, it was clear that this was a topic he has thought a lot about, with over 12 posts
dedicated to the subject. I have a similar (if much less significant) list of posts
on the same topic.
Strengths-based development has many benefits over other approaches I have tried to engage employees:
- It creates better managers
- It creates better employees
- Employees feel valued and unique
- It improves business outcomes
- It increased innovation
- It engages each employee directly
- It's inexpensive
- It isn't just targeted at the top 20% or the bottom 10%
- Just to name a few...
And I would like to get all your great minds engaged sharing your experiences, successes and failures implementing strengths-based approaches for your clients/organizations, so we can all become better at leveraging these great tools.
To be clear, I am not a disciple of Gallup or Buckingham per se, I'm an Engineer, so I use the science that works best to solve a given problem. So far, their approach seems to be the one that works best (e.g. compared to my previous experiences with MBTI
), so if there are other tools in this area that you have had success with, please share!! I don't
want to make this a 'Gallup/Buckingham-only' group.