Strengths Based Leadership

1. Knowledge Sharing on
Strengths Based People Leadership

2. The Best Performers……
• Dr. Donaldo Clifton
– Positive Pyschology
• Use multiple pathways to greatness
– Use of Strengths: High self awareness
– Leverage others Strengths

3. Connection between Strengths and Performance
• Employees who know their strengths are:
• 4.8 times as likely to strongly agree that they
know what is expected of them at work
• 6.1 times as likely to strongly agree that they
have the opportunity to do what they do best

4. Connection between Strengths and Performance
• Employees who know how to apply their
strengths are:
• 8.2 times as likely to strongly agree that they
know what is expected of them at work
• 15.3 times as likely to strongly agree that they
have the opportunity to do what they do best

5. Five clues to Strengths
• YEARNING – To what kinds of activities are you
naturally drawn?
• RAPID LEARNING – What kinds of activities do you
seem to pick up quickly?
• FLOW – In what activities did the ‘steps’ just come to
you automatically?
• GLIMPSES OF EXCELLENCE – During what activities
have you had moments of subconscious excellence,
when you thought, “How did I do that?”
• SATISFACTION – What activities give you a kick, either
while doing them or immediately after finishing them,
and you think, “when can I do that again?”

6. “if there is any difference between you and me it may simply be
that I get up everyday and have a chance to do what I love to do,
everyday. If you want to learn anything from me, this is the best
advise I can give you.”
- Warren Buffett

7. •Individual Signature Themes are unique - 1 in 33 million chance
of same Top 5 in the same order
•1 in 275,000 chance of same Top 5, regardless of order
•No significant cultural differences in 26 countries
•No good or bad talent themes
•Talents – not privilege of a gifted few.
Background

8. Leading with different Strengths
Wendy Kopp
Founder & CEO
– Teach for
America
Simon Cooper
President -Ritz
Cartlon
Mervin Davies
Chairman –
Standard
Chartered Bank
Brad Anderson
CEO – Best Buy
Achiever Maximizer Achiever Context
Competition Woo Futuristic Ideation
Responsibility Arranger Positivity Input
Relator Activator Relator Learner
Strategic Significance Learner Connectedness

9. It’s a non strength if…..
• Feel defensive about performance
• Comes in the way – Barrier to optimum functioning
• Experience slow learning
• Don’t profit from repeated experience
• Consciously think through the steps of a process
• Experience reduction in Confidence in performing the activity
• Don’t fathom yourself doing it for long
• Suffer stress and burn out (Drains/saps energy)
• Don’t enjoy doing the process
• Huge effort (mental, emotional)

10. Managing Non Talents
• Manage – don’t fix
• If you can avoid roles that require them do.
• Find a theme to make up for a non pattern.
• Use support systems.
• Practice complementary partnering

11. 11
The Four Keys to Great Management
SELECTING
Select (for) Talent
SETTING EXPECTATIONS
Define the Right Outcomes
MOTIVATING
Focus on Strengths
DEVELOPING
Position for the Right Fit