Work study #7 - Driving engagement and performance through Gallup Strengths coaching
Shifting focus from weakness to strength!
Learn how Philip partnered with a well-known utility provider to address low employee engagement and underperformance, particularly among managers. By leveraging Gallup Strengths Finder, Philip fostered a cultural shift toward a strengths-based approach, driving engagement and performance improvements across teams.…….
“What lies in front and behind is nothing compared to what lies within”
Jim Clifton asks us to imagine how much more powerful we would be if we stopped asking ourselves what is wrong with us and instead started to focus on what was right with us.
Background
A well-known utility provider in Southeast England was facing a real challenge: employee engagement was relatively low, particularly among managers and research highlights the critical role managers play in being the link between frontline teams to people practices that drive high performance (Gallup Inc; Purcell Black box).
To address this challenge, Philip partnered with Gallup to revamp its approach to employee engagement. Philip, a newly certified Gallup Strengths coach, led a cultural transformation that would focus managers and teams on leveraging their strengths rather than emphasising weaknesses.
Learning challenge
The primary challenge was to shift the organisation's mindset from an approach, which focused on weaknesses and areas for improvement, to a strengths-based approach grounded in positive psychology.
This involved:
Re-engaging Managers: As the key link between people practices and performance, managers needed to reconnect with their teams and their own strengths.
Improving Engagement: Employee feedback indicated dissatisfaction, and there was a need to re-energise the workforce and improve communication across teams.
Fostering Collaboration: A culture of collaboration had to be cultivated through shared understanding of each team member’s strengths.
Approach
Philip led the initiative by rolling out the Gallup Strengths Finder assessment across the management population and key teams. His approach included a mix of 1:1 strengths coaching and team workshops to drive engagement, collaboration, and communication.
Gallup Strengths Finder Rollout:
Manager and Talent Partner Certification: To create internal advocates, Philip encouraged the talent partners to become Gallup-certified coaches, alongside himself. This ensured that the coaching and development efforts were sustainable and embedded in day-to-day practices.
121 Strengths Coaching: Identified managers and teams participated in individual Gallup Strengths coaching sessions. These sessions focused on helping participants identify their top strengths, understand how they show up in their work, and explore how to leverage them for higher performance and greater engagement.
Team Development Workshops: In addition to 1:1 coaching, Philip created and facilitated team workshops aimed at enhancing collaboration and communication through strengths-based development. The workshops provided a platform for team members to share their strengths, recognise the diversity of talents within the group, and identify ways to work together more effectively.
Positive Psychology Focus: Throughout the process, Philip emphasised the importance of positive psychology—helping teams shift their focus away from what's wrong and towards leveraging their natural talents to overcome challenges and achieve their goals.
Results
The approach had a noticeable impact on engagement, performance, and overall culture within the organisation:
Increased Engagement: Engagement levels rose, particularly within the manager population. The focus on strengths helped managers reconnect with their teams and foster stronger working relationships.
Improved Communication and Collaboration: Team workshops promoted a deeper understanding of individual talents, enabling teams to communicate more effectively and collaborate more naturally. This, in turn, led to more innovative problem-solving and shared ownership of goals.
Shift in Culture: A marked cultural shift occurred, with employees and managers alike adopting a strengths-based mindset. Conversations around performance began to centre on how to leverage strengths, rather than how to fix weaknesses.
Behavioural Changes: Managers began to lead with a focus on strengths, which influenced their day-to-day interactions with their teams. This shift in leadership behaviour contributed to a more positive, productive work environment.
Key Take-aways
Strengths-Based Development Drives Engagement: Focusing on individual strengths rather than weaknesses creates a more positive work environment, improving both engagement and performance.
Coaching and Certification Create Sustainable Change: By certifying internal managers and talent partners, the organisation ensured that the strengths-based approach became embedded in its culture.
121 and Team Coaching as a Catalyst for Change: A combination of 1:1 coaching and team workshops is an effective way to drive meaningful, sustainable change within teams, promoting both individual and collective growth.
Positive Psychology in the Workplace: Shifting from a deficit-based approach to one grounded in positive psychology empowers employees to focus on what they do best, leading to higher morale and greater productivity.
To discover how Philip from Max Talent can design and deliver impactful 121 or team strengths-based coaching programmes for you book in for a virtual coffee through this website or you can email philip@maxtalent.co.uk.
