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How HR Can Make the Most    of Everyone’s Strengths                                            We may hear talk of one bad...
About the HR Summit 2013  The        HR      Network             –  marcus evans Summits group                            ...
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How HR Can Make the Most of Everyone’s Strengths: Interview with: Sue Langley, Chief Executive Officer, Langley Group

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How HR Can Make the Most of Everyone’s Strengths: Interview with: Sue Langley, Chief Executive Officer, Langley Group, a sponsor company at the marcus evans HR Summit 2013, discusses the strengths-based approach to recruiting and developing talent.

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Transcript of "How HR Can Make the Most of Everyone’s Strengths: Interview with: Sue Langley, Chief Executive Officer, Langley Group"

  1. 1. How HR Can Make the Most of Everyone’s Strengths We may hear talk of one bad apple spoiling the barrel, sometimes we need to look at the barrel; look at what is The good creating the environment. thing about What approach should they adopt? strengths-based Many companies are now moving to a strengths-based approach, where they are recruiting new people and assessing assessment is current employees on their strengths, and reshaping the culture and that there isInterview with: Sue Langley, Chief environment to fit with that approach. If you provide the right environment and no good or badExecutive Officer, Langley Group give opportunities to people, they can flourish too.Many organisations rate employees and This is not about developing skills thatpick the top ten per cent to take part in are lacking. When we get a chance to Now that many applicants aretalent programmes, said Sue Langley, leverage the skills we are good at, we highly qualified, will this approachChief Executive Officer, Langley feel energised. When we do something become more commonplace toGroup. “But what about all the other we do not enjoy, (not necessarily bad distinguish the best person for eachpeople? Everyone has talent. It is just at), we get derailed or feel burnt out. role? Is this enough?that the organisation may not have That is the difference between realisedfound a way to unleash them or the strengths and learnt behaviours. More companies are picking up on this,employees may not be in roles where Learned behaviours are things we are simply because they know they will notthey can use their strengths,” she good at, we are using yet they de- get as much out of their employees ifcommented. energise us. They often get mistaken for they do not. Many people are coming strengths. out of universities with goodAs a sponsor company at the marcus qualifications, yet perhaps their peopleevans HR Summit 2013, in the Gold Why don’t most organisations skills or self-regulation mechanisms areCoast, Australia, Australia, 13 - 15 consider what energises people? not as well developed. We can’t expectMarch, Langley discusses how the people to be good managers if they arestrengths-based approach could be part Organisations are used to doing things not good at building relationships orof the solution to employee in a certain way. Most people have a job influencing people. The strengths-basedengagement issues. description and they try to fill it. Some approach is a great way to allow people companies try personality tests or to leverage their strengths in a varietyWhat message on talent different psychometrics, they do not of ways; encouraging performancedevelopment would you like to necessarily look at what energises based on strengths is always betterconvey to Human Resources people. Yet it is the strengths that than focusing on what we are not gooddirectors? energise them that will yield the biggest at! results.Many organisations use a nine box grid Also, employee turnover in some placesto rate employees, with the people in To be honest, someone applying for a is high and engagement scores low, sothe top three by three boxes going on to specific job can fill in personality profiles forward-thinking organisations are reallytalent programmes. What we want to come out the way the company starting to embrace the positivecompanies to think about is the wants. The good thing about strengths- psyc ho logy and str en gth s -ba se dremaining 90 per cent of the people who based assessment is that there is no approach. The link between positivedo not fall into that group. Everyone has good or bad; no set profile for a certain emotion, strengths and engagement istalent. It is just that the organisation job. The company can look at the strong – whether we are aware of itmay not have found a way to unleash strengths of the team and realign the through the research or via commonthem or the employees may not be in team roles to allow people to use their sense. It is time organisations startedroles where they can use their strengths more effectively, which in turn acting on this common sensestrengths. increases motivation and performance. knowledge.
  2. 2. About the HR Summit 2013 The HR Network – marcus evans Summits group This unique forum will take place at the RACV Royal Pines Resort, Gold Coast, delivers peer-to-peer information Queensland, Australia, 13 - 15 March 2013. Offering much more than any conference, on strategic matters, professional exhibition or trade show, this exclusive meeting will bring together esteemed industry trends and breakthrough thought leaders and solution providers to a highly focused and interactive networking innovations. event. www.hranzsummit.com Contact Please note that the Summit is a Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits closed business event and the Division number of participants strictly Tel: + 357 22 849 313 limited. Email: press@marcusevanscy.com For more information please send an email to info@marcusevanscy.com All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.comAbout Langley Groupemotional intelligence worldwide’s (EIW) specialised expertise, tools and industry experience is fast building a reputation asthe leading provider of custom emotional intelligence solutions in Australia. These include flexible, tailored people developmentprogrammes, performance coaching and profiling, professional accreditation and open programmes for people who want to be thebest they can be.Our team are leaders in the practical application of EI (emotional intelligence), positive psychology and brain science. They arepassionate, committed and knowledgeable. They expertly convert the latest research into everyday language and real-worldexamples so people can immediately put techniques into action. And because they live and breathe our positive emotionallyintelligent approach they are able to inspire people to realise their real value.www.emotionalintelligenceworldwide.comAbout marcus evans Summitsmarcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discussstrategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity toindividually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings.For more information, please visit: www.marcusevans.comUpcoming EventsCorporate Learning & Talent Development Summit (North America) - www.cltdsummit.comHR Technology Summit (North America) - www.hrtechnology-summit.comTo view the web version of this interview, please click here: www.hranzsummit.com/SueLangley3

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