Strength based performance conversations

Getting a 36% uplift in performance from quality performance conversations

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Research suggests that when managers focus on strengths during performance this can lead to an uplift of 36.5% in performance. In addition, engagement increases, productivity increases and absenteeism decreases.

When we first heard these statistics many years ago now, we simply said, ‘tell me more!!!’ Not surprisingly, it opened the doors (pardon the pun) to developing our strengths-based approach to coaching.

Today, a strengths-based approach to coaching has never been more important. Especially since there’s a lot of fatigue happening in our workplaces. People are feeling under-valued and tired. Therefore, this is where coaching really comes in handy. Particularly when it comes to the annual performance review and ensuring that people are feeling energised by the conversation.

Defining strengths

When we talk about strengths, we’re referring to the unique attributes and characteristics that energise us and enable us to excel in the workplace. Importantly, it’s crucial to differentiate strengths from job competencies. Especially since a focus on strengths goes beyond mere competence and focuses on what truly motivates and sparks enthusiasm within us.

The significance of strengths in performance conversations

As we enter the annual performance review season, it’s essential to understand the impact of strengths on these discussions. Importantly, research has shown that solely highlighting performance weaknesses leads to a significant decrease in overall performance. Therefore, by integrating strengths into the conversation, we unlock motivation and enthusiasm. Furthermore, propelling individuals towards their goals.

Balancing competency and strengths

We understand that there can be tasks within our jobs that may not align with our strengths. Therefore, it’s vital to link job competency with strengths to foster high performance. Recognising and utilising the areas that energise us not only enhances performance. In addition, brings a sense of fulfilment to our work.

Strengths-based coaching approach

Importantly, here is a lot we can do to coach our managers and team members to have successful performance conversations. With a particular focus on leveraging strengths. Furthermore, to create a real and lasting positive impact.

Particularly using the coaching models and questions you have seen over the past few blogs.

You can also profile your team to identify their strengths. For many years we have used the Strengthscope™ Profiles and we are accredited to debrief the profiles.

Whether you are involved in developing annual performance systems or perhaps coaching managers. Alternatively, a manager embarking on the performance season. Or getting yourself ready for your own performance review, a strengths-based approach is one that we are all going to benefit from.

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