THE CHALLENGE FOR ORGANISATIONS TODAY – DISENGAGEMENT
From the members of your team, what if on your team only...
According to the Gallup Global State of the Workplace Report 2017, only 9% of our workforce is engaged. 45% is actively disengaged. Disengaged employees harm organisations by trying to actively sink the boat.
The Buzz-word - ENGAGEMENT
Employee engagement is the emotional commitment the employee has to the organisation and its goals. This emotional commitment means engaged employees actually care about their work and their company. They don’t work just for a pay check, or just for the next promotion, but work on behalf of the organisation’s goals.
Gallup research in employee engagement over the last 3 decades revealed that one factor has a more immediate and lasting impact on lifting and improving employee engagement than any other. This factor is taking a strengths-based approach towards employee talent and abilities. Helping employees accurately identify, understand and manage their unique talents into strengths and giving them opportunities that align with their strengths, is the single most effective factor in changing employee engagement for the better.
Let's follow a Strengths-based approach as oppose
to a weakness fixing approach
During the last two decades the philosophy of strength-based organisations has gained considerable momentum. This momentum is propelled by growing research that suggests a relationship between a strengths-focus and increased organisational productivity, profitability and well-being. The approach that we follow is to maximizing human potential by raising awareness, activating and then actioning Strengths of the individuals to create high functioning teams. After all, great companies are made up of great teams.
The strength-based approach is characterized by a high level of curiosity about, and respect for, the unique potential and untapped genius of each human being. Gallup reports that when an organisation’s leadership focuses on discovering and developing strengths, the engagement levels of individuals within that organisation are eight times greater than those of organisations whose leadership focuses on fixing weaknesses (Rath & Conchie, 2008.)
Organisations are more than the sum of the individuals that compose them, but the most basic and perhaps the most important form of strengths investment lies with the individual. When more individuals within organisations have their talents identified, understood and integrated into their lives, the organisation has greater potential. Gallup analysis reveals that people who use their strengths every day are three times more likely to report having an excellent quality of life, six times more likely to be engaged at work, 8% more productive and 15% less likely to quit their jobs.
The CliftonStrengths assessment is the basis
of the intervention
The CliftonStrengths assessment is well researched and accurate as it is backed by 40-plus years of on-going research by the world renowned Gallup University, used in more than 140 countries, and in numerous Fortune 500 Companies globally. The CliftonStrengths tool is universal – not gender, race or culture specific, but human specific and identifies our predominant patterns of thinking, feeling and behaving. It levels the playing field in teams as they discover and appreciate the uniqueness that they bring to the team that does not involve race, gender or culture. In this way teams create a new language of relating to each other which in turns positively impacts the culture of these teams.
Here are three ways a Strengths approach can improve employee
engagement in any organisation:
1. Focus employees in areas of greatest potential
StrengthsFinder shows people what they are naturally good at through a report highlighting areas of their greatest potential. Research shows people with a positive experience with strengths are six times more likely to be engaged.
When you become more aware of your areas of greatest strength, you naturally want to find ways to use them. Knowing this, employees can manage job responsibility to help them spend most of their time in areas of greatest strength. When you focus the majority of your time in an area you’re uniquely good at, you’ll enjoy it more. When you enjoy doing something, you are more productive, and contribute at a higher level.
2. Build trust among the team
Once you become aware of your areas of greatest strength, you have a responsibility to share with your team. Having a group understanding of strengths, allows the team to expect each other to operate out of their areas of greatest strength. When you understand the role you play in the context of the larger team, you are able to appreciate and trust what your team members bring to the table. It is hard for team members to remain disengaged if their own team is constantly asking and expecting them to operate in areas they are naturally good at.
3. Team commitment and moral is raised
When individuals become more engaged, they engage others on the team. When teams become more engaged, they raise the performance level for an entire organisation. People want to play on the winning team, and want to play a significant role. When you are part of something that’s going well, you want to focus your time and energy to help it thrive. This is the essence of having a strong culture. StrengthsFinder can increase employee engagement by helping you focus on your people, your team and ultimately your culture. When organisational culture is strong and thriving, it’s difficult to have employees who are actively disengaged.
THE BENEFITS OF THE @FULLSTRENGTH INTERVENTION:
TEAMS RUNNING @FULLSTRENGTH:
Are engaged, positive and contributes to the overall culture of the organisation
Are high performing, effective and deliver rapid results for the organisation
Implement appropriate execution strategies and action plans to deliver on strategic objectives
Avert potentially derailing team process and relationship issues
Create and commit to strategies for Interdependent team Performance, Communication and Interaction
Know themselves, know each other and know how to leverage strengths and manage around weaknesses in the team
Know how to set goals and achieve them
Know how to break through the Terror Barrier if it presents itself
Know what their contribution to each other is and know how to ask for what they need
Respect diversity and know that difference is not wrong, it is strong
Are self motivated and know how to solve problems
Create spectacular results
READY TO START THE @FULLSTRENGTH JOURNEY?
Let's set up a meet and greet.
Let's meet up and discuss to what degree you would want to operate @FullStrength
Approve the proposal and start discovering your strengths!
CLIENTS WHO BENEFITED FROM THE
From the onset I was challenged to be truthful with myself and accept both my strengths as well as my non-patterns. As my level of awareness was raised, I had this desire to take my wife and family with me on this journey. The journey not just changed my life, or my perception of life, but I could utilize the tools I obtained during this journey and actually impact the lives of those dearest to me. This has brought about a radical change in my personal relationships, which I think would not be possible without the guidance of Berdine.
For the first time in probably my life, I have a handle on my thinking, feeling, behaving and channeling myself in such a way that people receive me in the best way possible. Did this journey hand me the answers? No. Did this journey give me the tools to be a better person, professional, friend, partner and colleague? 100% yes. This Journey has not only cleared my mental path for me, but settled my internal battles, which as anyone would know, are the biggest, toughest battles of them all.
Business Development Manager
Without a doubt I believe that the exceptional financial results the business has delivered this last fiscal year has been in part contributed to by a greater awareness we collectively have gained through the @FullStrength Journey about where we as individuals and as a business are strong, and where we can improve and who will be best equipped to drive that improvement.