Strengths Strategy® begins its work with a complimentary baseline Strategic Performance Audit to determine an organization’s present levels of strengths use, engagement, performance, productivity, trust, communication, and teamwork. That information is used to determine a personalized strategy for employing strengths strategically to significantly impact results in all categories. Periodic Strategic Performance Audits are repeated throughout the strengths journey (usually in 3-month increments), to track progress, and to determine where to set goals and focus energy.
The Strengths Strategy® approach is an inside-out approach, which begins first, with the individual, and their own understanding, and then moves outward to impact interpersonal relationships, teams, and ultimately, the organization. The inside-out approach to change is based on the idea that “You can’t lift someone if you are not on higher ground” (Harold B. Lee). It is critical for individuals to understand and leverage their own strengths effectively, if they are going to influence others to do the same.
Typically, the strategy for employing strengths begins with key influencers and leaders within the organization who begin their journey toward change and growth with their own strengths Discovery process. They come to understand strengths and the impact of leveraging strengths on key metrics, such as performance and engagement. They also have the chance to more deeply understand their own strengths, both from their perspective, but also from the perspective of others who know them well.
The strengths Discovery classroom experience is about getting clarity around strengths—what a person is good at. The other important piece of the discovery equation is about strengths style—how a person does what he/she does best. That is uncovered with the help of certified Strengths Strategists, who work one-on-one with individuals to unlock their strengths style, and then evaluate the use of that style in a personalized 360o process. The Strengths Strategy 360o Profile provides important feedback about over/under-use of strengths behaviors, and offers unique insight about where strengths are being used effectively and ineffectively. The information from the 360o Profile is used to begin to develop a Strategic Strengths Development Plan, which allows individuals to correct the over-use of strengths, and to strategically develop under-utilized strengths, in order to more effectively meet key team and organizational objectives.
As individuals become more proficient in understanding their own strengths and strengths style, they are ready to begin to explore how strengths effectually impacts teams and interpersonal relationships. Team Discovery becomes the next step in the strategic strengths journey. Here, teams uncover their unique dynamics and how strengths play into the culture and shape the norms of the group. There is exploration and discovery around how to more effectively understand and leverage the explosive strengths potential that is within the team.
Strengths Strategy® holds that true transformation begins within individuals, when they are empowered to drive their own learning/growth around strengths. Thus, the next step of the journey is to provide participants the opportunity of participating in, and leading, Strengths Strategy Learning Circles, which offer individuals the ongoing chance to experience real-time learning as they implement strengths into their lives. Individuals become part of a small peer coaching group, where they can bring questions, needs, struggles, issues, and challenges, and experience exploration and coaching from their peers. Certified Strengths Strategists train small groups in the Learning Circle process, and transfer the leadership over to the group to maintain, once the system has been established.
The capstone of the strategic strengths journey is in the Strategic Strengths Leadership experience, where leaders have the opportunity to explore what they need to know, do, and be, in order to sustain explosive growth and results through strengths. Leaders learn the keys to strategic strengths selection, job descriptions, strengths development, and a strategic strengths performance process. They are empowered to clarify their own actualization plan for bringing their strengths in a powerful way to their leadership, and to creating sustainable, lasting change for themselves and those they influence.