Viribus Strengths-Based Coaching
Professional Coaching is a specialized activity, that is grounded in fundamental aspects of psychology. Strengths-Based Coaching in particular is attached to a recent branch of psychology called positive psychology – the study of what is right with people.
Strengths-Based Coaching sessions take the form of 1 to 1, small group or large group sessions. Coaching sessions are non-directive, where coaches and clients form a thinking partnership designed to uncover, understand and unleash talents at real world goals. It is the most effective way to maximize engagement and performance.
Traditional models fixate on weaknesses, problems and what is innately wrong with people. It is often demotivating and places clients in areas of least natural potential. Strengths-Based Coaching places clients in areas of most natural flow, energy and potential.
The Study of What Is Right with People.
Much of the psychological research of the 20th century focused research on things that went wrong with people in the hope to learn how to make people well; the study of illness and mental disorder. Depression was studied to learn how to be happy, anxiety was studied to learn how to be more confident.
Positive psychology flipped this logic and began studying what was right about people, organizations and teams.
Strengths-Based Coaching applies research from the study of success.
Leverage an individual or team’s talents
A key aspect of Strengths-Based Coaching is to reveal, understand and leverage an individual or team’s talents.
Gallup define talent as a “recurring pattern of thought, feeling or behavior that can be productively applied".
Talent is different from skills and knowledge. Talents are the innate, enduring aspects of a person that are relatively stable over time.
Gallup and the Clifton StrengthsFinder® have identified 34 different talent themes that can occur in different orders of dominance.
In recent times, talent has been dismissed as a myth by certain aspects of the self-help and pop psychology movement. Much of this claims that all people are born blank slates, with the same dispositions and potential for the same activities. Years of social science research into human nature disproves this. Some of this narrative made its way into professional and educational discourse. These are false claims that ignore the innate differences that people are born with. Dismissing these innate differences is to ignore much of human nature.
Peoples innate talents and personalities are relatively stable throughout the course of their lives. Great leaders don’t waste time trying to change employees – rather, they set clear outcome expectations, and create the conditions for employees to leverage their talents (Gallup, 1999).
Strengths-Based Coaching is concerned with turning people’s innate talents into applied strengths in the real world.
The Clifton StrengthsFinder®
“Human resources are like natural resources, they're often buried deep. You have to go looking for them, they'e not
just lying around on the surface. You have to create the circumstances where they show themselves.” - Ken Robinson
Our innate talents are often hidden, for many people they have learned to suppress their natural talents after years of focus on their weaknesses.
Talent psychometrics play a key role in helping clients understand and appreciate their innate talents. The Clifton StrengthsFinder® is the world’s leading talent psychometric assessment.
Clients receive a highly detailed report explaining their unique talent profile. It is an uplifting activity, and for millions of people it has been the beginning of a life changing process.
This assessment supersedes other assessments because it does not ‘type’ you into one of several different categories. This is because human beings are unique. Like their DNA, their fingerprints, their personalities and their talent profiles are unique.
1 in 33 million people have the same top five talents in the same order of dominance.
A team of employees will also have a unique team talent profile. Team talent profiles can transform how
managers organize, deploy and support their teams
To become a Strengths-Based Organization:
- Companies identify talents with the Clifton StrengthsFinder®
- Use regular Strengths-Based Coaching for their managers and teams
- Focus on developing Strengths rather than fixating on developing weaknesses
- Learn how to select for talent
- Understand that individuals are not infinitely moldable and have different talents
- Find ways of dovetailing talent profiles within teams for optimal engagement and performance.
After decades of research, Gallup has learned that Strengths-Based Organizations have increased levels of engagement, productivity and profitability. Strengths-Based organizations have lower absenteeism, less accidents at work and more positive work environments (Gallup, 2013)
90% of fortune 500 companies have become Strength-Based Organizations*
*According to a Gallup Report 2015
High Performance Model
Convential vs. Strength-Based
“In Martin Seligman's words, Psychology is half-baked, literally half-baked. We have baked the part about mental illness. We have baked the part about repair and damage. But the other side is unbaked. The side of strengths, the side of what we are good at, the side…of what makes life worth living.”
– Donald O. Clifton, Now, Discover Your Strengths
“When we studied them, excellent performers were rarely well rounded. On the contrary, they were sharp.”
– Donald O.Clifton, Now, Discover Your Strengths
“Human resources are like natural resources; they're often buried deep. You have to go looking for them, they're not just lying around on the surface. You have to create the circumstances where they show themselves.”
– Ken Robinson
“At an early age, you started hearing it: It's a virtue to be "well-rounded"... They might as well have said: Become as dull as you possibly can be.”
– Donald O. Clifton, Living Your Strengths
“Very many people go through their whole lives having no real sense of what their talents may be, or if they have any to speak of.”
– Ken Robinson