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There is no high performing company as such. By that I mean that a high performing company is created by the accumulation of a number of high performing teams who are capable of consistently bringing extraordinary results even in the face of adversity.
Traditional performance management systems are archaic and don't really work, requiring companies to make as shift that requires the managers to be different. A shift to “performance development” is a new approach in the work place that integrates coaching skills and...
Engaged employee are psychological “owners”. They are highly involved in their work, enthusiastic and committed to their workplace. They drive high performance, innovation and move the organization forward.
Do you want to see double figure growth? When it comes to getting the most out of employees’ strengths and unlocking their potential, managers play an essential role. A Gallup global research on strength-based companies indicates a 10% to 19% increase in sales, a 14% to 29% increase in profit, a 26% to 72% lower turnover (in high turnover organizations) and 22% to 59% fewer safety incidents.
Gallup has found that people who develop their strengths are 6x as likely to be engaged in their jobs and 3x as likely to report having an excellent quality of life. That is, strengths-based development unlocks true success at work and in life.
We know that Coaches and Team Leaders want to see progress in their engagements with clients and team members respectively. More specifically, they are looking for tangible progress towards desired outcomes AND best return on investment and energy.
Workplaces and individuals face a variety of options when choosing the best development tools to improve performance. From personality tests to leadership assessments, there is no shortage of tools to evaluate us.
There is a direct relationship between application of strengths-based coaching, engagement of individuals and their performance at the work place. Teams that have strengths-based conversations are six times more likely to be engaged. Higher engagement in team members drives team performance.
Historically, managers have given orders to those who work for them – a command-and-control style of management. The world has changed and today, employees want a manager who cares and intends to invest time in their personal and professional development.
Learn why traditional performance management systems are being disrupted, and how to improve them at your organization. Traditional performance management systems are outdated and ineffective.