For a very long time, the world has revolved around our weaknesses, our mistakes and how to fix them. Society is almost exclusively focused on people’s shortcomings, so organisational development training and education is a life wisdom of “learn as much as you can, in case you need it” trying to turn us all into what we are not, distracting attention from what we are really good at.
A global study has confirmed what anyone can easily see in their everyday life: unfortunately, 80% of people have very little idea of what really determines their own performance, what they should do themselves and what to delegate, how to stay motivated, or how to be successful in the long term.
According to research conducted by the Gallup Institute, employees who use their strengths at work every day are significantly more motivated and outperform those who try to succeed by improving their weaknesses.
Furthermore, organisations that build on the strengths of their employees (as opposed to solely developing weaknesses) achieve on average
The aim of the program is to develop and support leadership awareness, so that leaders build on their strengths and use them consciously in their everyday work. If they build on their strengths, they will be more authentic in what they do and more credible with their colleagues. And authentic leaders lead to a more satisfied, productive, engaged team with higher than average levels of psychological safety.
During the program, participants will
Scientifically well founded learning takes place in practical, thematic workshops. We use tools to develop self-awareness and mutual understanding, with a strong emphasis on follow-up and turning knowledge to action. The Strengths-based Self-Awareness Program is based on the Strengths Philosophy model of Tom Rath and Marcus Buckingham.
No one can afford to slow down and sit back and watch what’s happening in the market, what their competitors are doing, especially in a world where predictability is a luxury.
I just happened to have a call today with a client; they are struggling to implement a talent management software. I was just wondering what purpose a system like that can serve…
He explained that their employees are invited to put their existing skills in the system and provide some information about their aspirations. It sounded a kind of a logical approach at first sight. He added that their people liked very much the special care when they uploaded their capabilities in the system and felt that they are better understood.
Checking our calendar, we had a kick-off meeting at the beginning of 2021 and started dreaming about the 4.0 version of our Act2Manage leadership development application. And now, we have just released the improved version including most of those dreams. It is a major change from professional perspective as well, we implemented a number of new functions based on behavioural science and neuroscience.
Working with managers over the last decades I am getting more and more convinced that despite trainings (or because of a lot of poor ones) managers have got confused about the concept of management.
