Success Through Strengths

Over the past decade the Gallup Organization has surveyed more than 10 million people worldwide on the topic of employee engagement (or how positive and productive people are at work), and only one third “strongly agree” with the statement: At work, I have the opportunity to do what I do best every day.

The Gallup studies also show that people who do have the opportunity to focus on their strengths every day are six times as likely to be engaged in their jobs and more than three times as likely to report having an excellent quality of life in general.

Why is being engaged on the job important? People who are engaged are passionate about the work and want to create success. Engaged people take ownership. Engaged people get creative. Engaged people are energetic and enthused.

How: Based on the book Strengthsfinder 2.0, clients take an online assessment that gives them their unique strengths. Betsy then works with the individual and team to capitalize on the individual’s strengths and find the collaboration of strengths that builds the strongest team.

360 Degree Leadership

Almost everyone “leads from the middle”. There are many more middle leaders than the one CEO of the organization. In the 360 Degree leadership training, people learn to lead u “lead the boss”, “lead across” lead their colleagues and ”lead down”, lead their subordinates. The emphasis of 360 Degree Leadership is effective communication.

How: Training and coaching on communication.

Appreciative Inquiry

Appreciative Inquiry was developed by David Cooperrider in the 1980s and is a philosophy and methodology for promoting positive organizational change. AI is based on the premise that organizations change in the direction in which they inquire. The focus is on “story telling” and the positive impact versus problem identification. In every organization, something works well and Appreciative Inquiry looks for what works well because that is more motivating than looking for what does not work. What we focus on becomes reality and the act of asking questions begins change.

How: Consulting utilizing Appreciative Inquiry with follow up training for the organization on implementation of Appreciative Inquiry.

Coach Approach to Leadership

In the Coach Approach to Leadership, the leader uses powerful questions to communicate and empower the team. When a team is “coached” they take ownership of the issue. When a team is told “what to do”, they do as they are told, but take no responsibility and must be told again and again.

How: Coaching the leadership team and teaching them the Coach Approach