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Transcript of 1902 (PPT)
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Strengths Focused
Leadership
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Definition of StrengthsUnderlying qualities that energise us,
contribute to ourpersonal growth and
lead to peak performance
Brewerton and Brook, 2006 - Strengthscope
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Strength and Talent Strengthconsistent, near perfect
performance in an activity. The key here isconsistent for something to be a strength,
they must be able to demonstrate it over andagain.
Talentnaturally recurring patterns ofthought, feeling or behaviour. These are
peoples innate abilities; the raw materialsfor building strengths.
Buckingham.M Now, Discover Your Strengths2005
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Pre-existing
Capacity
Behaving
Thinking
Feeling
Authentic Energising
Optimal Functioning
DevelopmentPerformance
STRENGTHS
Authentic Energising
Realising your strengths- a model
Professor Alex
LinleyDirector, CAPP
GrowingSuccess
September 18,2008
Glasgow
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What 3 words describe
YOU at your best?
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Buckingham and Clifton at GallupWhen people are given the opportunity to do
what they do best every day at work, their
organisation is more likely to have:
50% higher retention
38% more productivity
44% better customer satisfaction
Yet only 20% of employees in large organisations
feel that they use their strengths every day at work
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Do you use your strengths every day at
work? U.S.A. 32%
Canada 30%
China 14% Japan 15%
U.K. 17%
Germany 26% France 13%
Gallup 2007 global client database)
Caret, 2008. All Rights Reserved
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Strengths focus = engagement
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Biggest Drivers of Engagement
Fairness and accuracy of informal feedback
(39.1%)
Emphasis on performance strengths (36.4%) Autonomy (36.1%)
Internal communication (34.4%)
Working on the things you do best (28.8%)
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Organisations - Flawed Assumptions
Each person can learn to be competent in
almost anything. Each persons greatest room for growth is in
his or her areas of greatest weakness.
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strengths-based model
Each persons talents are enduring and
unique. Each persons greatest room for growth is
in the areas of his/her greatest strength.
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Business CaseFocus on weaknesses or strengths?
Employee performance is, on average, 36% higher when line managersfocus their appraisals on staffs strengths and talents (CorporateLeadership Council, 2005).
Customer retention is 44% higher in companies where people are allowedto do what they do best every day (Harter et al, 2002).
Teams with line managers who take a strengths-based approach are 86%more effective than teams which dont (Gallup, 2002).
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Gallup Poll asked parents: Your child shows you the following
grades. English-A; Social Studies-A; Biology-C; Algebra-F.
Which grade deserves the most attention from you? . . .
7%
77%
22%
52%
6%
83%
7%
87%
18%
43%
8%
56%
0%
20%
40%
60%
80%
100%
U.S. UK Canada France Japan China
Percent A's
Percent F's
Around the world a majority of parents believe
that the F deserves the most attention.
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Roots of Strengths Focus
Positive PsychologyMartin Seligman
VIA (Values in Action) questionnaire24
character strengths http://www.authentichappiness.sas.upenn.edu
Concept of FLOWMihaly Csikszentmihalyibeing completely involved in an activity
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Strengths in Balance
Kaplan and Kaiser
(2009)
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Strengths in Balance
Under used or
underestimated
Over used or
overestimated
Self awareness
Self management
Appropriate use
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Example - Resilience
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What happened to weaknesses?
Allowable no significant impact
Limiting impacts and needs managing
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Mini Essay
This week the mini theory essay is on 'Strengths based leadershiphas more advantages than disadvantages. Discuss' in 500words. Research conducted by Gallup since 2002 suggeststhat if organisations focus on their peoples strengths then theworkforce will have a higher level of engagement which can
bring beneficial results to the organisation. However, Kaiserand Kaplan in their article Stop overdoing your strengthsargue that it is possible for your strengths to become yourweaknesses. So in order to answer the essay do the following:
1. Read the resources provided in class and on Blackboard onstrengths based leadership. 2. Write your essay rememberingto look at the guidance in your MSG on academic writing
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Mini Essay
What is SBL?
What are the arguments that it is a good thing?
Retention, productivity, customer satisfaction,
employee engagement.
What are the arguments that it can be a problem? No
focus on weaknesses? Too much focusing on
strengths can turn them into a weakness Need for a balanced approach/versatility
Conclusion?
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Self-Reflection Piece This week the reflective piece is on 'How can strengths based leadership
help me?' in 300 words. In order to do this you need to do the following:
1. Read the lecture notes and the handouts provided for this week. 2.
Reflect on the activities we did in class and then do the following:
DESCRIPTION Briefly describe the activities relating to skills and SBL
INTERPRETATION What was the result of these activities? What are
your strengths? What happened? OUTCOME What have you learned about yourself and your leadership
practice? Will you focus on your strengths or on your areas for
development? How can SBL help you?
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Some sources
Buckingham. M and Clifton.D (2005)Now, Discover your
Strengths London: PocketBooks
Goffee.R and Jones,S. Why should anyone be led by You?
Linley.A (2008) Growing Success September 18, 2008Glasgow Conference proceedings
Kaplan,R.E. and Kaiser,R.B. (2009) Stop over doing your
strengths. Harvard Business Review February pp 100-103
www.Strengthscope.com http://www.authentichappiness.sas.upenn.edu
http://www.strengthscope.com/http://www.strengthscope.com/