The strengths approach and Strengthscope® is used more and more by NHS trusts as they look to energize, motivate and engage their hugely diverse and stretched workforce. In addition to 1-1 coaching and team development, Strengthscope® and the strengths approach has already been used as part of career development centres across the West Midlands.
“A great way to help people learn how they can get the most from their employment and work”
Karen Adams Leadership Development Manager NHS.
Tesco’s strong growth rate and its strategy to diversify the business has resulted in a number of challenges for the company including: providing strong, inspirational leaders, and ensuring high levels of confidence and resilience to deal with the rapid rate of growth.
Strengths Partnership partnered with Tesco’s UK and Asian Leadership Academies and division Personnel teams to conduct dozens of management and leadership development programs over a two-year period. This included training all UK store directors and store managers to help them identify, develop and stretch their strengths, reduce performance risks and improve leadership, employee engagement, customer loyalty and financial results.
6400 Tesco employees have used Strengthscope® and the strengths approach.
Tesco managers reported specific benefits from the program:
‘It’s flipped development on its head”
Photobox wanted to engage employees in delivering an innovative agenda by helping people at all levels to play to their strengths.
The goal was to strengthen people management effectiveness and employee engagement, helping to deliver a positive culture characterized by strengths-building and collaboration with a strong solutions focus.
Around 50 managers participated in a series of management development workshops over a four month period – with the objectives being to improve people management skills, develop high performing teams and support personal development and strengths-building.
Delegates were required to work on a ‘personal business project’, designed to unlock ideas and strengths to improve leaders’ contribution to the company’s goals and vision. The program culminated in a friendly Dragon’s Den which provided an opportunity for managers to present their business ideas and to share learning.
Several innovative business ideas arising from the Dragon’s Den event were implemented, including the development of a new app to help customers to check on their order status within the PhotoBox app. The value of this app is significant (initially projected to be over £200,000), as it will reduce time taken to address customer queries and improve customer engagement significantly.
Photobox saw improved employee engagement scores as measured by a quarterly employee pulse survey.
Of the managers attending the program, over 90% felt a high level of confidence that the program would improve their effectiveness as a manager.
“Adopting a strengths-based approach has provided a lens to what we’re good at, as individuals, as teams, as a business. It’s helped us to recognize and promote PhotoBox at our best.”
Following a large-scale period of business change and restructure in response to the economic downturn, L&G was faced with a number of challenges, including:
Strengths Partnership supported and the Learning and Development function in the following ways: