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The Importance of a Strengths-Based Workplace

Developing Lean processes and procedures is only half the battle when creating a Lean workplace. A Lean workforce can have an equal, if not more significant, impact on organizational goals and outcomes. Research shows that strengths-based workplaces lend themselves to higher levels of job performance, engagement, dedication, and satisfaction. These outcomes directly impact several significant indicators of organizational success, including efficiency, productivity, and accountability. With a robust research pool backing the need to focus on strengths in the workplace, developing a strengths-based workplace culture should be a priority – not an afterthought.

Here are three tips for building a strengths-based workplace.

Get to Know Your People

The first step in building a strengths-based workplace is to learn every employee’s strengths. The best way to do this is through a strengths-based assessment. Many organizations rely on the CliftonStrengths assessment, as it was developed for use in the workplace. However, many other strengths assessments, including the VIA Character Strengths and the DiSC assessment, identify employee strengths.

The best strengths-based workplaces incorporate a strengths assessment in their interview or onboarding processes. This ensures that the incoming hire will be a good fit with the rest of the team, both from a strengths and responsibilities standpoint. Ideally, a new hire will fill in any gaps the team has regarding their strengths, helping to create a more diversified team.

Evaluate Their Roles and Responsibilities

In addition to building diversified teams, strengths assessments offer insight into the way an individual might work on a team. It’s essential for all team members to have roles and responsibilities that align with their strengths. Organizations that dismiss having strengths-based conversations risk higher turnover rates as people seek opportunities that cater more to their strengths.

Strengths should also be an integral part of performance reviews. Managers should encourage employees to bring aspects of their strengths into their work and identify areas where they’d like to grow and develop their skills. For example, if an employee has a strong love of learning, their manager might want to incorporate research or knowledge-finding missions into their workflow. By encouraging employees to use their strengths at work, organizations empower them to show up as the best version of themselves. This drives creativity, innovation, and productivity.

Provide Growth Opportunities

Finally, every great strengths-based organization understands the need for professional development. It’s no secret that employees are much more likely to invest in organizations that support their growth and development. While some organizations opt for strengths coaching, others have incorporated a robust professional development program aimed at helping employees further develop their skills and strengths. Professional development can come in all shapes and sizes, including simple workshops and seminars, all the way up to full certification courses.

The workplace has shifted drastically over the past several decades. Employees are no longer staying in dead-end jobs for higher salaries or in hopes of a pension or retirement package. Instead, employees seek organizations and businesses that offer a strong cultural fit, opportunities for personal growth and development, and robust compensation packages.