Event: Go Put Your Strengths To Work

Today I had the opportunity to meet Marcus Buckingham and listen to him speak about his new book Go Put Your Strengths To Work, which is about harnessing your strengths in the workplace.  Marcus was an engaging speaker and an appreciative guest.  I was volunteering at the event as part of the Pacific Northwest Organizational Development Network, and before his talk began he came down to shake hands and thank the volunteers for helping out with the event.  A nice guy, if you haven't had the chance to meet him.  I'll be reading his book this week.  It includes a free strengths assessment using his SET personal development tool.

Because I operate from a strengths-based consulting approach, I was very interested to hear him talk about the fact that organizations are even less likely to focus on strengths than they were seven years ago.  Note, this fact ignores overwhelming evidence that strengths are a key leverage point for organizational success.

Buckingham referenced a study reviewed in the Journal of Applied Psychology four years ago.  This study demonstrated that work teams that focus on strengths outperform teams that don't - and in several areas.  Productivity, profitability, and customer satisfaction ALL increase when teams are connected to strengths.  Focusing on fixing "problems" simply doesn't have the same effect.  And yet overwhelmingly, companies choose to focus on problems.

Are you interested in moving your organization or team from a problem-focus to a strengths-focus?  For many, this requires not just a shift in practice but a significant shift in perception.  Reading the book is one way to begin to change your perception.  Looking into Appreciative Inquiry is another.

I'm an "Appreciative Inquiry Consultant" because I believe that it is a relatively rapid way to mobilize an organization around it's strengths in a way that is motivating and easy to implement.  As much as I know Appreciative Inquiry works, it always still amazes me the rapid transformation that can happen through the simple process of asking different questions. 

If you are interested in the empirical evidence that supports the "Strengths Movement" I encourage you to check out the following links:

The Appreciative Basis of Organizing - This information is pretty dense, but it gives the theoretical underpinnings of "why Appreciative Inquiry works"
Appreciative Inquiry and Culture Change at GTE - A case study of AI in action. (PDF)

One of the "perks" of using AI in your organization is the fact that it is largely employee-driven, that is it is your own staff that is doing the majority of the heavy lifting.  This builds skills and accountability.  If you're interested in learning more about how you can bring strength based approaches to your organization, let's talk about it.

Comments

[Prasad Kurian]

I agree that a 'strengths-based organization' could produce great results and at the same time be a great place to work. While I have seen some organizations implementing some aspects of building a strengths- based organization (e.g. Gallup strength finder/strength's coaching/talent based training etc. at the individual/group level and appreciative inquiry at the group level), I am curious to know what percentage of these organizations have managed to put it all together and institutionalize the strengths-based approach. My opinion is that building a strength-based organization would demand a great deal of organization flexibility (e.g. enabling employees to move to those roles that allows them to play to their strengths, willing to lose people if there are no roles that allows the above etc.). This could be too much of a 'culture shock' for many organizations.

[Cheri]

Good comments. I too have seen orgs use strengths-based approaches in part, but not as a wholistic approach across the organization. I haven't yet run across an organization that lists "embracing our strengths" as a core value.

I have been delighted to see the ripple effect that using just one approach (like AI) can have in a company - because it goes far beyond one intervention.

Part of my motivation for becoming a consultant was to create the kinds of profitable, enjoyable, meaningful organizations that these approaches can generate. I hope that five or ten years from now we have some examples to draw from.

Buckingham did talk about the fact that when people are freed up to focus on strengths that a majority of them choose to do so within thier own jobs. I admit I wonder too though, what happens to the duties no one wants? I guess there would need to be some compromise. If no one feels that auditing invoices is the strength - I imagine you would need to recruit for it if you're going to live up to the notion of a strengths based workplace.

I think yes, it would be a culture shock. I believe that the benefits, once they start trickling in, would hopefully be sufficient to turn the shock into delight.

[Howard]

Cheri,

Great to come across your site. I am not only also a coach, consultant and trainer who uses Appreciative Inquiry (see my Appreciative Inquiry page at http://www.systemsthinker.com/interests/appreciativeinquiry/), but check out how similar are the names of our companies!

We are obviously somewhat likeminded. Nice to meet you.

[Howard]

Sorry the link is http://www.systemsthinker.com/interests/appreciativeinquiry/

Howard