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New Tools for Developing Employee Strengths

Many of us have taken or heard about different personality assessments which help us gain insights into who we are, but the amounts of assessments and their insights are hilarious. This may be useful as it helps in exploring different scopes of the personality and their impact on our life and work, but it also can be distracting if you couldnu2019t manage how to put these insights into action and make well use of them for your own interest. On the business level, businesses around the world are evolving to figure out the best way of leading and managing the human capital available to them to make better use of it and maximize its benefit with the help of positive psychology.

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New Tools for Developing Employee Strengths

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  1. TOOLSFOR DEVELOPING EMPLOYEE STRENGTHS

  2. Manyofushavetakenorheardaboutdifferentpersonalityassessments whichhelpusgaininsightsintowhoweare,buttheamountsof assessmentsandtheirinsightsarehilarious.Thismaybeusefulasithelps inexploringdifferentscopesofthepersonalityandtheirimpactonourlife andwork,butitalsocanbedistractingifyoucouldn’tmanagehowtoput theseinsightsintoactionandmakewelluseofthemforyourowninterest. Onthebusinesslevel,businessesaroundtheworldareevolvingtofigure outthebestwayofleadingandmanagingthehumancapitalavailableto themtomakebetteruseofitandmaximizeitsbenefitbythehelpofthe positivepsychology. PositivePsychologyisdefinedasthestudyofthe "goodlife",orthe positiveaspectsofthehumanexperiencethatmakelifeworthliving1.It focusesonhappiness,strength,personalpotentialandgreatest satisfaction.Manyassessmenttoolsfocusonfixingsomethingthatis wrong,whilethestrengthbasedapproachanditsmoderntoolsand assessmentsfocusonhelpingonerealizinghis/hertrueselfandbuilding ontheirbehaviorstyle. Therearemainlytwotoolsthatarebasedonthisapproach,andhelpthe employeesrealizetheirnatureandstrengthstobuildtheirdevelopment basedonthesenaturaltalentsandskills.OneofthemisLIFO (Life Orientations) assessmentandprogram,theotherisCliftonStrengths assessmentfollowedbyanindividualand/orgroupcoachingsession/s. 1. Life Orientations (LIFO) SincetheLIFO® Surveyoriginatedasapositiveandstructuredtoolto supplementorganizationaldevelopmenteffortsandgroupdynamics trainingin1967,overninemillionpeoplein20,000organizationshave usedtheLIFO® MethodandLIFO® Trainingworldwide.

  3. Eachofushaspreferencesforhowwewanttothinkandgetthingsdone aswellashowwewouldliketoreceiveordeliverinformation.TheLIFO Methodhelpspeopleidentifytheirstrengthsandbehavioralstyles,howto bestmanageandmakemostoutofthesestrengths.Therearefourstyles basedonthefourbasicwayshumaninteract; Giving,Taking,Holdingand Dealing. Beingawareofone’sstrengthsandbehavioralpreferenceandthoseof othershelpsindividuals,teamandorganizationbemoreefficientand effective.Byhavingthisknowledge,aclearerandmoreobjectivewindow intoothers’ communicationanddifferingpersonaldynamicsisavailable, providinggreaterunderstandingandopportunitiestodevelopbetter strategiesandachievingthebestoutcomes. How LIFO is different from others? TheobviousdifferencebetweenLIFOandstrength-basedtoolsisthatyou canseebehaviorstylesbothin "favorableconditions" and "unfavorable conditions." Thiswillleadyouwaystofindthedestinationwherenoother companiescanguide.Hereiswhy:

  4. Inparticular,aleaderabsolutelyneedstheskillstobuildconsensusinInparticular,aleaderabsolutelyneedstheskillstobuildconsensusin teamsunder "unfavorableconditions" withinverylimitedtime.This supportsteammemberstopulltogetherforurgentproblemsolvingasa team. Forexample,withtimeofemergency; liketheexplosiveexpansionof patientswithnewcoronapneumonia,itisnecessarytobeabletoquickly makerationaldecisionsasaleaderandconvincethestakeholdersaround youofyourdecisions.Inthisemergency,thebehaviorstylesare completelydifferentfromtheonesinnormaltimes.Nomatterhowgood leadersareinnormaltimes,itdoesnotalwaysmeanthattheycanexert theirleadershipinanemergencyaswell. TheLIFOMethoddoesnotassumethatpeoplebehavethesamewhenin favorableandunfavorableconditions.Infact,halformoreofthosewho completetheLIFOSurveyhaveveryadifferentmixofpreferredbehavioral styleswhenseenthroughthelensesoffavorableandunfavorable conditions.TheLIFOmethodidentifiesbehavioralstyleinbothfavorable andunfavorableconditions,givinginsightandawarenesstoassistin managingstrengthsindifferentsituations. 2. Clifton Strengths-Finder TheCliftonStrengths-Finderassessmentwascreatedundertheleadership ofeducationalpsychologistDonaldClifton.Hewantedtoidentifytheskills ofthebestofthebestofthebest,andtocapitalizeonthem. TheGallupOrganizationdevelopednumeroussemi-structuredinterviews toidentifytalentthatcouldbeenhancedandusedtopursuepositive outcomesinworkandschool.Inthe1990s,CliftondevelopedtheCSFas anobjectivemeasureofpersonaltalent.TheCliftonStrengthsFinder assessmenthelpsidentifytheareaswhereyou (orteamifbeingusedin thatcontext) havethegreatestpotentialforbuildingstrength.

  5. Itmeasuresrecurringpatternsofthought,feeling,andbehavior.OnceItmeasuresrecurringpatternsofthought,feeling,andbehavior.Once you’vecompletedtheCliftonStrengthsFinder,you’llimmediatelyreceive theresults – yourtop5signaturethemesinrankedorder.Yourindividual resultswillalsoincludeapacketofinformationspecificallygearedtoyour uniqueThemePrint. CliftonStrengths,asnewlybranded,wascompletedby +20millionperson asperGallup. Finally,developingyourteam’scompetencieshasgreatbenefitsforthe organization,buthelpingyourteammembersgrowintotheirrolesand developtheirskillscanbeoneofthemostrewardingexperiencesfora leaderandenablesemployeesachievetheirwell-being. Source:https://lifo.bconglobal.com/resources/new-tools-for-developing-employee- strengths-1

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