From Strengths Leadership to the Bottom Line...From Strengths Leadership to the Bottom Line...

www.business-leadership-qualities.com 484-467-5805 Clare Novak

From Strengths Leadership to the Bottom Line

Presented by

Clare Novak

http://www.business-leadership-qualities.com/


Session Objectives

• Make a direct case for strengths based leadership based on bottom line returns

• Directly connect values to engagement, engagement to productivity and productivity to the bottom line through strengths based leadership

• Overview the process for integrating strengths conversations into processes such as performance management and employee development



Current State

As of February 2017, what percentage of US workers identify themselves as “engaged?” Choose the closest percentage.

A. 27%

B. 30%

C. 33%

D. 36%

Extra credit: What is the global percentage of “engaged” workers?



Current State

As of February, 2017, what percentage of US workers identify themselves as “engaged?” Choose the closest percentage.

A. 27%

B. 30%

C. 33%

D. 36%

Extra credit: What is the global percentage of “engaged” workers?

15%



Current State

Rank the following US employees from least to most engaged:

• High school

• Some college

• Bachelor’s degree

• Post graduate degree



Current State

Rank the following US employees from least (4) to most (1) engaged:

1. High school

2. Some college

3. Bachelor’s degree

4. Post graduate degree



Current State

The most engaged state is:

A. Louisiana

B. Montana

C. Oregon

D. Vermont



Current State

The most engaged state is:



Current State

Where among the 50 states does Pennsylvania rank in the number of “actively DISengaged” workers?



Current State

Where among the 50 states does Pennsylvania rank in the number of “actively DISengaged” workers?

In a three way tie with:

• New Jersey

• Delaware

• Ohio



The Future State


www.business-leadership-qualities.com 484-467-5805 Clare NovakReprinted or used with the permission of Gallup Inc. Copyright © 2013 Gallup, Inc. All rights reserved.

Gallup Researchers have found significant benefit to companies using a strengths based approach.

Employee engagement

translates to the bottom

Line.

ROI of Strengths Approach



PEOPLE WHO FOCUS ON USING THEIR STRENGTHS …

are three TIMES as likely to report having an excellent quality of life

are six TIMES as likely to be engaged in their jobs

13



PEOPLE WHO FOCUS ON USING THEIR STRENGTHS MAXIMIZE THEIR POTENTIAL

People who learn to use their strengths every day

have 8% greater productivity 15% less likely to quit.

Teams who receive strengths feedback have 8.9% greater profitability.

14



• Have 12.5% greater productivity

• Have team members that are six times more likely to be engaged in their jobs

When Managers influence and inspire engagement through strengths:

• Workgroups experience 22% higher profitability and 21% higher productivity

• Teams with high levels of engagement experience 65% lower turnover and 10% higher customer engagement

TEAMS THAT FOCUS ON STRENGTHS:



The Path Forward

• Improve Manager selection processes

• Shift performance conversations away from fixing weaknesses toward focusing on strengths*

*

CC BY-NC-NDBY-SA


https://creativecommons.org/licenses/by-nc-nd/3.0/

https://creativecommons.org/licenses/by-sa/3.0/


Current State of Managers

What percentage of US Managers rate themselves as “engaged?”

A. 25%

B. 30%

C. 35%

D. 40%



Current State of Managers

What percentage of US Managers rate themselves as “engaged?”

A. 25%

B. 30%

C. 35%

D. 40%



Manager Selection

• 1 in 10 Managers possess the key talents

• 2 in 10 possess some key talents and benefit from development



Manager Selection

• When Gallup asked U.S. managers why they believed they were hired for their current role, they commonly cited their success in a previous non-managerial role or their tenure in their company or field.



Manager Selection

Doing the same thing over and over again and expecting different results is:



Huddle Activity

• Identify 3 specific ways organizations can improve their management selection processes.

NOTE: If you believe your organization does a great job with selection, please share best practices



ROI of Talented Managers

Managers account for at least ____ of the variance in employee engagement scores across business units within organizations.

A. 40%

B. 50%

C. 60%

D. 70%



ROI of Talented Managers

Managers account for at least ____ of the variance in employee engagement scores across business units within organizations.

A. 40%

B. 50%

C. 60%

D. 70%



ROI of Managerial Excellence

• Gallup has identified the top 5 characteristics found to be predictors of management excellence. Those top 5 include: Motivator, Assertiveness, Accountability, Relationships, and Decision-making talents

• Managers who demonstrate a high level of talent for managing others combined with those who show at least a basic talent contribute about 48% higher profit to their companies than average managers do. – Gallup State of the American Managers: Analytics and

Advice for Leaders



Current Managers

WillingnessLow

Willingness HI

Skill HIMotivate or

TransferRock Stars

Skill LowWhy Are They

Here?Develop



Change the Conversation



Integrating Strengths: How

This is a change management initiative:

• Use a structured change management approach including:

– Executive leadership and change champions

– Implement first with a champion before the full roll out

– Document and share successes

– Measure and share internal ROI



Diffusion of Innovation

•

2.5% Innovators

13.5%

Early Majority34%

Late Majority34%

16%



Integrating Strengths 1. Management selection process broadened to

include managerial strength

2. Managers and employees know their strengths

3. The majority of performance conversation focus on leveraging strengths

4. Employees practice self-regulation

5. When necessary, address managing weaknesses



The Future State



Resources

• Gallup State of the American Managers: Analytics and Advice for Leaders 2015

• Now Discover Your Strengths Buckingham and Clifton

• StrengthsFinder 2.0, Tom Rath• Strengths Based Leadership, Rath and Conchie• Pursuit-of-happines.org Seligman• Ppc.sas.upenn.edu Penn Positive Psychology

Center• https://www.youtube.com/user/GallupStrengths


Date post:	25-Jun-2020
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From Strengths Leadership to the Bottom Line...From Strengths Leadership to the Bottom Line...

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