How Assessing Strengths in the Organization Help Purposeful Culture Change

Leaders must prioritize culture through the way they interact with employees. Employees want to see leaders live company culture. And when they do, it makes a difference in how people work together.

A good team culture goes beyond fun perks and focuses on what’s truly important to the organization. This deeper perspective around purpose is the cornerstone of intentional cultures that energize teams and create organic business growth.

Strengths-Based Leadership

Rather than focusing on weaknesses or changing an employee’s personality, leaders who focus on strengths will encourage employees to use their talents more frequently. This approach creates a workplace environment of positive energy. It helps build an organizational culture that supports individual and team success. A strengths-focused leadership style benefits employees, teams, and the organization. Employees who excel at their best are more productive and satisfied. They are likelier to stay with the company and contribute to organic business growth.

In contrast, when employees are asked to perform in areas they could be more naturally good at, they may feel they need more engagement. This is why employees need to know their strengths and be encouraged to use them more often. The most effective leaders clearly understand their talents and can help others understand theirs. These skills will allow them to align the unique capabilities of their team members with organizational goals and competencies. Leaders should seek to promote a strengths-based environment by assigning roles based on abilities, incorporating assessing your strengths to every team member during performance evaluations and career conversations, and encouraging workers to set personal goals that align with their talents and abilities.

Team Cohesiveness

When team members have a solid interpersonal connection, they are more likely to know, respect, and trust each other. This leads to a strong bond of unity that enables them to achieve common goals and values. A cohesive team also supports the individual needs of each member in favor of the greater “we,” – making it easier for them to collaborate, be productive, and feel a sense of belonging.

Building a cohesive team isn’t easy, but it is essential for success in any business. Luckily, there are some tools and exercises to help. Creating an environment where members can express their thoughts and feelings without fear of judgment is also critical to promoting team cohesion. Using the strengths and weaknesses identified through an assessment to guide your team’s next steps is essential to ensure everyone is on board with your organization’s vision. This process will not only improve team productivity. Still, it will also increase employee morale and loyalty — resulting in long-term business sustainability. Think of it like the machine-like cohesion found in ant colonies, where everyone has a vital role in the larger goal.

Increased Productivity

While it might seem counterintuitive, increasing productivity is one of the best ways to change a culture. Productive employees can cover more ground in a day without losing quality, which benefits both the organization and its customers. It also allows employees to work healthier and maintain a good balance between their professional lives and their ones.

Moreover, when employees are more productive, they tend to work harder and produce more for the company, which boosts morale and encourages further productivity. The positive effect of increased productivity also extends to the rest of society, which improves overall well-being. In addition, it makes a company more competitive and profitable. However, more than merely increasing the quantity of work is needed to create a productive culture. To achieve this, a company must also focus on improving employee engagement and fostering community among its team members. This can be done through town hall meetings, immersive sessions, and other methods. Another way to increase productivity is through regular, strengths-based feedback. Research finds that highlighting people’s positive attributes is much more effective than focusing on their weaknesses and deficits. 

Employee Engagement

Investing employees’ full selves into their work is essential in building a culture that drives purposeful success. Employee engagement is key to business results like performance, productivity, and profits. Engaged employees perform well and take accountability, forge trust-based relationships with coworkers, develop their skills, give and receive feedback positively, and are proactive in overcoming obstacles and going the extra mile for clients and colleagues. In contrast, disengaged employees are psychologically unattached to their work and company. They may do the bare minimum to collect their paycheck and often demotivate others. Employees in this category are typically resentful of their professional state. They will spread negativity to their colleagues, even when it is not warranted.

Employee engagement is complicated; countless academic studies and consulting firms focus on building engaged cultures. For instance, some model outlines 10 core concepts that encourage employee engagement. Other models look at specific strategies for increasing engagement. Whether through town hall meetings, immersive workshops, or recurring internal newsletters, the goal should be to provide employees with opportunities for meaningful connections with their team members and the organization. These small, everyday moments can become a more purposeful work environment that will attract and retain talent in the long run.


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