The Former President of The Ritz-Carlton Asks, “Why Aren’t All Organizations Strengths-Based?”

“If inspiring and motivating a team is the primary goal of a great leader, then talking to employees and team members about their strengths is the best way to start.”

Given this knowledge, there is no reason why all workplaces could not be strengths-based. In a global study of companies that have implemented strengths-based management practices, 90% of the groups Gallup studied had performance increases at or above the following ranges:

  • 10% to 19% increase in sales
  • 14% to 29% increase in profit
  • 3% to 7% higher customer engagement
  • 6% to 16% lower turnover (in low-turnover organizations)
  • 26% to 72% lower turnover (in high-turnover organizations)
  • 9% to 15% increase in engaged employees
  • 22% to 59% fewer safety incidents

Nonetheless, some leaders prefer to focus on weaknesses. I find that debilitating, and it consumes a huge amount of what I call negative management time because time spent trying to “fix” weaknesses almost always results in negative outcomes for the individuals and the organization.

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