What if we viewed every employee as having untapped potential waiting to be uncovered?  Russell Kern joins Susan in this episode to discuss how shifting to strength-based coaching can profoundly transform organizations and lives. Through focusing regular conversations on nurturing strengths, managers become empowering partners in their employees’ career journeys. Employees feel recognized for their unique abilities and supported to grow as individuals. Imagine the ripple effects across teams and companies when people are passionate about using their natural strengths daily. The data is clear – strength-based coaching boosts engagement, productivity, profits, and retention. They would like to hammer home that it is time to stop focusing on profits and focus on people. We hire PEOPLE to work with us for 30% of our lives. The strengths revolution starts with believing in human capabilities and caring deeply about enabling every individual to thrive. Get tips on how small changes by managers can unlock tremendous organizational success. The future is bright when we inspire greatness in one another. This is the first of several conversations to come between Susan and Russell.



A bit more on Strength-Based Coaching from Russell Kern:

Strength-based coaching plays a unique and critical role in developing strong teams and improving organizational financial performance. It enables each team member to learn what their greatest strengths are.

In doing so, individuals can grow more in their careers by being encouraged to apply their natural abilities to their daily work.

This develops a feeling of being respected and recognized for who they are and the importance of their unique contributions to the team. This further helps to increase their sense of belonging and shows support for their personal and career growth, which directly impacts their engagement at work and their team’s performance.

In a study spanning 45 countries and 49,495 business units, Gallup found that strength-based workgroups saw increases in both sales and profits.

And on average, these workgroups also saw:
●     3% to 7% higher customer engagement
●     6% to 16% lower turnover (in low-turnover organizations)
●     26% to 72% lower turnover (in high-turnover organizations)
●     9% to 15% increase in engaged employees
●     22% to 59% fewer safety incidents

Furthermore, Gallup also found that teams that focused on developing their strengths had 12.5% greater productivity and 8.9% greater profitability than teams that did not.