Developing Leaders for Positive Organizing by Vogel Bernd;Koonce Rob;Robinson Paula;

Author:Vogel, Bernd;Koonce, Rob;Robinson, Paula;
Language: eng
Format: epub
Publisher: Emerald Publishing Limited
Published: 2017-05-16T00:00:00+00:00

A STRENGTHS-BASED APPROACH AT WORK

A strength is a “pre-existing capacity for a particular way of behaving, thinking, or feeling that is authentic and energising to the user, and enables optimal functioning, development and performance” (Linley, 2008, p. 9). All leaders and followers within an organization have strengths but most are not clear on what they are or how to leverage them within their role and tasks.

Focus has traditionally been given to competency-based job analysis in relation to recruitment, promotion, team formation, and retention of employees (for review see Wilson, 2007); however research by Aviva (2009), Linley, Harrington, and Garcea (2010), Linley (2010), Meyers (2015), and Van Woerkom and Meyers (2015) suggest implementing a strengths-based approach (awareness and regular use of one’s strengths) has revealed significant outcomes for the individual as well as the organization. For example, the employees who have the opportunity to focus on their strengths every day are six times as likely to be engaged in their jobs, achieve a 24% increase in productivity, a 50% reduction in turnover of staff, more effective talent management, enhanced role clarity, and improved delegation. This led to increased feelings of authenticity, happiness, self-efficacy, fulfillment and psychological vitality, and decreased levels of stress. Berg, Dutton, and Wrzesniewski (2008) found increases in relationship quality and Harter, Schmidt, and Hayes (2002) showed increases in performance, job satisfaction, and engagement. Jain (2009) suggests teams need to have members with complementary skills and generate synergy through a coordinated effort, which allows each member to maximize their strengths and minimize their weaknesses. In the workplace leaders are adopting reliable and valid strengths assessment tools to learn about their own strengths and the strengths of their team, then utilizing those strengths to craft role and task descriptions, design performance management techniques thus moving their organizations toward an economy of strengths, for example, doing more work that energizes employees and less work that drains them.

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