You can pilot a strengths-based program and evaluate its impacts on individuals and teams in realizing and exceeding your business objectives you have for them. We can assist you in planning a long – term approach to nurturing and developing the talent of your organisation or we address a specific issue or situation.
Once we are aware of what change you want to achieve, and what outcomes you need from any program, we will provide a range of options including a small pilot to a Rolls Royce model. We will always step out a program to allow for evaluation of its impact and progress. This is about a return on your investment.
Gallup research shows evidence that investing in the development of the strengths of your people, and cultivating team leadership skills, will increase their productivity and their personal well-being.
Before attending this course, participants must complete the CliftonStrengths assessment to identify their most dominant talent themes.
During this course, participants will gain:
Participants will receive the CliftonStrengths Discovery packet. By combining the tools in the packet with the education they acquire during this course, participants will have a clearer path to success.
Who it is designed for:
It can be a collective group of individuals from the same team or different teams in the same organisation or a collective group who maybe don’t know each other but still want to find out their strengths. We are only bound by the space you have or you want us to find.
How Many people:
4-400
Where:
We can run this either at your location or external venue of your choosing or we have a list of venues we use in various locations. We have run workshops on sofas for an Exec offsite to huge balls rooms to outside at country parks. As long as there is space and somewhere to make notes we are not bound. For groups of 8 or more we find that cluster tables or 4-5 work much better than board room style set up. As our facilitation is hands on and experiential if we have space to break out then all the better.
How long:
Half day is classed as 4 hours
Click here to download flyer
Before attending this course, participants must complete the CliftonStrengths assessment to identify their most dominant talent themes.
During this course, participants will gain:
Participants will receive the CliftonStrengths Discovery packet. By combining the tools in the packet with the education they acquire during this course, participants will have a clearer path to success.
Who it is designed for:
It can be a collective group of individuals from the same team or different teams in the same organisation or a collective group who maybe don’t know each other but still want to find out their strengths. We are only bound by the space you have or you want us to find.
How Many people:
4-400
Where:
We can run this either at your location or external venue of your choosing or we have a list of venues we use in various locations. We have run workshops on sofas for an Exec offsite to huge balls rooms to outside at country parks. As long as there is space and somewhere to make notes we are not bound. For groups of 8 or more we find that cluster tables or 4-5 work much better than board room style set up. As our facilitation is hands on and experiential if we have space to break out then all the better.
How long:
Full day is classed as 8 Hours
Click here to download flyer
Sample outcomes
“A Strengths based team is a group if imperfect but talented contributors valued for their strengths, who need one another to realise individual and team excellence”
Who is it designed for:
A team session can be for dependant teams, interdependent teams or independent teams, basically any team who needs to work together at some point to achieve collective outcomes. In the session, we look at self-awareness and self-development but the crucial part about the teams workshop is the understanding others and how we all think feel and behave differently and how we can leverage our collective strengths.
How Many people:
Teams come in different shapes and sizes and we can accommodate any size teams, the limitation is often space or availability. Let’s chat and we can talk about what’s possible.
Where:
We can run this either at your location or external venue of your choosing or we have a list of venues we use in various locations. We have run workshops on sofas for an Exec offsite to huge balls rooms to outside at country parks. As long as there is space and somewhere to make notes we are not bound. For groups of 8 or more we find that cluster tables or 4-5 work much better than board room style set up. As our facilitation is hands on and experiential if we have space to break out then all the better.
How long:
The minimum amount of time for a team w would suggest for a team Discovery would be 4 hours and an ideal time is a full day. For check in, reboots or topic specific workshops where Strengths have already been discovered then these can be adapted based on desired outcomes and level of understanding with strengths.
Video Link: https://youtu.be/oi6d2Ivqn4o
In this session we help Leaders understand their role in change and help them navigate the changes through the lens of strengths.
Some of the areas we look at include
“Never doubt that a small group of thoughtful, committed, citizens can change the world. Indeed, it is the only thing that ever has.” ~ Margaret Mead
Who is it designed for:
Managers and Leaders (note a Leader does not have to have a title) who have a role to help others navigate change.
How Many people:
Ideal number for this session is around 14 but again we work with a variety of group sizes so happy to discuss what’s possible. Again, we are only ever bound by venue.
Where:
We can run this either at your location or external venue of your choosing or we have a list of venues we use in various locations. We have run workshops on sofas for an Exec offsite to huge balls rooms to outside at country parks. As long as there is space and somewhere to make notes we are not bound. For groups of 8 or more we find that cluster tables or 4-5 work much better than board room style set up. As our facilitation is hands on and experiential if we have space to break out then all the better.
How long:
Full Day Workshop
To maintain high levels of workplace engagement and productivity, employers in each country need to increase their focus on employees’ strengths, in order to help them do more of what they do well.
“It’s no secret that engaged employees positively impact performance, so it shouldn’t be a surprise that 67% of employees who agree that their manager focuses on their strengths are engaged at work. That percentage plummets to just 2% when employees disagree” ~ Source: Gallup
The Managers role in employees engagement has never been so critical. Managers account for at least 70% of the variance in employee engagement scores.
What we cover:
Who it is designed for:
Managers and Leaders who have direct reports
How Many people:
Ideal number for this session is around 14, but again, we work with a variety of group sizes so happy to discuss what’s possible. Again, we are only ever bound by venue.
Where:
We can run this either at your location or external venue of your choosing or we have a list of venues we use in various locations. We have run workshops on sofas for an Exec offsite to huge balls rooms to outside at country parks. As long as there is space and somewhere to make notes we are not bound. For groups of 8 or more we find that cluster tables or 4-5 work much better than board room style set up. As our facilitation is hands on and experiential if we have space to break out then all the better.
How long:
Half-day or Full-day workshop, we also run a 3 day program combing a number of topics including change, coaching and employee engagement.
Contact us to find out more about our offerings on Employees engagement as every organisation is different with different needs. We use a number of solutions including Gallup Q12 which is very complimentary to Clifton Strengths and our Consultants are Gallup Accredited Engagement Champions trained in the administering Q12 as well as running workshops to interrupt the results and help shift the dial.
Learn more:
https://youtu.be/aqKB3r-WIpQ
We facilitate Executive team offsites – Get in contact to find out what’s possible. Again, this can be structure from 4 hours to a couple of days and will be bespoke to the needs of that team and organisation.
At the Strengths Partners we use the Clifton Strengths Finder assessment tool to help individuals to discover their talents. Through a series of questions the tool creates a very bespoke report based on the response to the questions which help identify how we think, feel and behave. Through coaching programs we help individuals learn about their strengths, love them and then live them.
Typical outcomes will include:
Understanding each other’s talents is our best opportunity for team success.
Because each person is guided by his or her unique talents, the same situation can produce differ reactions. What’s ridiculously easy for a colleague may be tedious or uninspiring for him.
When team members are aware of each other’s talent filters, they have an understanding of how each person is inclined to think, act and feel. This awareness helps the team navigate the issues all teams encounter. They understand how they can work best together to accomplish their goals and performance objectives.
A Strengths based team is a group if imperfect, but talented contributors valued for their strengths, who need one another to realise individual and team excellence.
To raise awareness of not only individual’s strengths but the strengths of other team members and how by understanding how they can work best together to accomplish their goals and performance objectives.
Typical outcomes will include:
Typical outcomes will include:
Gallup research has shown:
Teams that focus on strengths everyday have 12.5% greater productivity
Teams that receive Strengths feedback have 8.9% greater profitability.
Learning to recognise talent is the first key to developing a true strength-based organization. Once Leaders and Managers have an understanding of their own talents and then they must also learn to match strengths and talents with specific roles in the workplace.
The more individuals and teams intentionally think about using their strengths then they will notice how they will contribute to the goals and success of the organization.
Typical outcomes will include:
