Your organization’s greatest asset, and power are your people talents and strengths. But there is a difference between the two.
“Strengths” are the result of maximized – developed talents. Specifically, strength is mastery created when one’s most powerful talents are refined with practice and combined with acquired relevant skills and knowledge.
What are you doing to maximize the potential of your talent pool?
Let’s talk about employee engagement. Face it, only about 33% of YOUR workers are engaged.
The latest Gallup State of the American Workplace Report (2017) says that 51% of workers are NOT engaged and 16% are actively disengaged.
Most of you your employees are doing “just” enough to collect a check. What would a more engaged workforce do for your business or organization?
Why does Strengths-based development matter?
Gallup asked workers to indicate which attributes were most important to them when considering taking a job at a different organization. A “Greater work-life balance and better personal well-being” was second only to “the ability to do what they do best.”
Strengthen-TheTEAM™ addresses these two attributes to help organizations realize lower turnover, increase engagement, and grow the leadership and talents of their most valuable asset, their people.
Strengths-based development provide you the answers to: “How can individuals achieve more, be more fulfilled, and work better with others?” It’s practical and applicable.
“Our guarantee to our clients is that they will be able to apply their innate talents with more “intentionality and precision,” increasing their confidence, results, and well-being. Engagement will increase.”
Bianca Capo’, Founder of Strengthen-TheTEAM™
I. Strengths-based Leadership for Teams
Identify Strengths via CliftonStrengths (formerly Clifton StrengthsFinder) assessment
How to build strengths-based relationships to interdependently execute
The creation of personalized strengths contribution statements
Identify how strengths become ineffective and how to self-manage
Take the pulse of the team before and after the training to measure results.
Three, 4-hour training series over 6 months (max)
Add three coaching calls per team member to maximize results
Other assessment tools can be added
Contact us for a tailored quote
For more information see.