Using strengths-based approaches – part 1
Personal strengths are skills or aptitudes that a person is good at that allow them to function at an optimal level. Learn about strengths-based training approaches.
Part of the Creating an environment that supports thriving module.
What are the benefits of a strengths-based approach?
Adopting strengths-based approaches can have positive effects on the mental health of all workers. Strengths-based approaches can also deliver organisational benefits, including increased productivity, lower turnover, increased staff engagement and fewer safety incidents.
How to incorporate strengths-based approaches in the workplace
Strengths-based approaches can be applied across all people management practices, including recruitment, training and development, appraisal and reward, job design and task allocation.
There are 2 key ways to introduce strengths-based approaches:
- training to identify and develop areas of strength—covered in this summary
- performance appraisals and conversations to identify and leverage areas of strength—covered in the next summary (part 2)
Strengths-based approaches can be applied across all people management practices, including recruitment, training and development, appraisal and reward, job design and task allocation.
Strengths-based training
Workplaces can leverage strengths via training activities that identify, develop and promote use of strengths of individuals or teams. This training encourages individuals or teams to develop and use their strengths, whatever they may be, for improved work efficacy and wellbeing.
An example is Psychological Capital (PsyCap) training. This 3-hour workshop-based program aims to enhance the psychological resources of hope, efficacy, resilience and optimism. Evidence shows PsyCap training not only boosts these resources, but also improves job-related performance and wellbeing.
Other approaches, such as Appreciative Inquiry and Appreciative Future Search, focus on team and organisational strength. They aim to understand what works well within the team or organisation, including initial successes, and build a positive foundation to address any problem or opportunity.
Whichever training approach you use, it is important that the work context allows for and encourages individuals and teams to use and develop their strengths. In other words, your organisation encourages a strengths-based climate. Research shows a strengths-based climate is critical for maximising the work-related benefits of interventions, including worker wellbeing and job performance.