What is strength-based leadership?

Strengths-Based Leadership - What is it?

The art of strengths-based leadership lies in the leader's ability to place the right employee in the right position and provide them with the right challenges where they can utilize their strengths and develop their talents. Strengths-based leadership firstly involves recognizing the unique abilities and talents of one's own employees. Secondly, it involves feeling responsible as a leader for "nurturing" these talents. Research over the past decades by Gallup clearly shows when employees demonstrate high engagement: when they are not constantly being changed, but instead focus on their strengths, develop them, and ensure that their weaknesses do not affect their performance. How can I, as a leader, recognize the strengths of my employees? One can recognize an employee's strengths, for example, through observing their behavior: What comes easier to them than to others? What type of tasks do they approach with high self-motivation? In which area do they achieve success effortlessly? Precise observation is crucial because a strength becomes particularly visible when it is being used, i.e., in solving a problem. What characterizes strengths-based leadership? 1. Firstly, strengths-based leadership is a matter of attitude and mental approach towards my employees and teams. Do I first look at what employees cannot do well, where their (perceived) weaknesses lie, or do I focus on what an employee can do, what comes easily to them, and where they achieve excellent results, their strengths? 2. Next, strengths-based leadership requires a certain level of understanding people. This includes an interest in engaging with people, the ability to recognize differences in a nuanced way, and observing and understanding why employees behave as they do. 3. Strengths-based leadership also means that the leader considers the requirements and challenges of a task. This way, the best match can be made between the job requirements and the employees' strengths profile. What are the benefits of strengths-based leadership? If a leader manages to align an employee's strengths with the job requirements, firstly, it results in very high self-motivation for the employee. Ultimately, it is simple: when we do what comes easily to us and energizes us, we approach our work with enthusiasm and determination. Secondly, employees who can unleash their skills achieve much better results than those who struggle with certain tasks because they lack the necessary talent or skills. Thirdly, strengths-based leadership requires significantly less effort and time in the long run. Due to the intrinsic motivation of employees, the leader needs to spend less time guiding employees towards better performance through criticism and control. On the contrary, the employee's self-responsible actions are greatly empowered. What strengths-based leadership tools are available? Recognizing talents and abilities of an employee through appreciative observation of their behavior. This creates a strengths profile for each employee. This external assessment can be complemented by a self-assessment from the employee (e.g., using strength assessment tools like the StrengthsFinder®). Another aspect is recognizing the motives and aspirations of employees. Strengths-based feedback involves firstly not only appreciating the employee for successful performance but especially highlighting the strengths that enabled the employee to achieve that performance. By providing this type of feedback, the use of strengths is further reinforced. Secondly, strengths-based feedback addresses poor performance in a way that leads to genuine improvement and helps the employee understand how to use other skills to achieve different results. Strengths-based leadership through goal-setting employee discussions involves looking back on accomplishments and looking forward to goals. What is particularly unique is that in the retrospective review, it is clarified which strengths helped the employee achieve the results. Looking ahead, the leader and employee discuss which strengths can be utilized or developed further to achieve the goals. Strengths-based coaching is a tool that leaders use to support their employees in solving problems independently and achieving goals. The leader's task is to ask their employees good questions that help them recognize their own resources and strengths and find ways to overcome challenges independently. Strengths-based employee development discussions differ from traditional employee discussions mainly in their intensive focus on unfolding talents and developing strengths. Attention is only directed towards weaknesses if a weakness impairs an employee's performance and cannot be compensated for by their strengths. Leading by example with a focus on strengths in everyday work life. The strongest force a leader has is to demonstrate to their employees what they talk about. This also applies to the strengths approach. There are some very simple things a leader can do to set a good example for their team: ✔ Providing more feedback to employees on their strengths. ✔ Showing appreciation to employees through short conversations or a personal note on what they have implemented well. ✔ Ensuring that team members support each other and receive support. ✔ Regularly thanking employees for outstanding achievements and expressing gratitude towards them. ✔ Emphasizing the connection between employees' work results and overarching goals. For more information on strengths-based leadership, please visit: http://www.trainers-excellence.de/redner/frank-rebmann.html