In my life, I have been chosen because I was cheap. Because I was young. Because they would get a grant for taking me on. Because I spoke 4 languages. Because of my skills. Because I had done the job before.
And because I know how to manipulate interviews.
I was never hired because of my creativity, love of learning, social intelligence, or sense of perspective.
And yet, these particular strengths I possess are key to figuring out how to get the most from me. I firmly believe that when I am in an environment where I get to use these strengths daily, the output and results will be strongest.
Still today, most job advertisements simply list duties, skills, and general traits. CVs reflect this and are a listing of duties, skills, and general traits.
As if that was enough to discover personality, individual strengths, values, and passions.
In 2017, a field study by CIPD UK (Chartered Institute of Personnel and Development) checked ‘what difference strengths-based performance conversations can make in the UK public sector.’
The report concluded that ‘that a one-off half-day training workshop for line managers has an impact on employee performance; and an impact on employee learning and development seems to require a more extensive, holistic intervention that includes further training, communication, and practical guidance and a change in policy on performance management.’
Imagine making your strengths part of your job pitch. Sharing them on your documents, profiles, and in conversations.
Imagine making this an integral part of the recruitment process.
Imagine making it part of the review process.
Imagine doing a job you like working from your strengths.
Imagine a workforce that combines their individual strengths in your department, company, or organisation?
What difference would this make to you?
For more info or a chat with Patrick Email firstname.lastname@example.org or WhatsApp 00 353 (0)83 3008963