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Archive by tag: StrengthsFinderReturn
Activate Human Capital Group continues to be passionate about the fact every person has strengths or talents that should be put to use in all aspects of life. There are numerous ways to develop these strengths, especially when working on teams. One way to classify strengths and to build both employees and teams, is to understand the four domains that act as an umbrella for the 34 strengths. According to Gallup, “These domains describe how people and teams use their talents to work with informat...
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Engagement can be thought of as a barometer. A measurement predicted by two key factors: 1. Alignment between individual talents and the demands of the role. 2. How well the basic needs of the workplace are being met. Both of factors are highly dependent on the manager/supervisor. Each supervisor is responsible for creating the alignment mentioned in in the first factor and delivering on the needs mentioned in the second factor such as continually setting clear expectations and offering the empl...
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Doing more with less is the norm in most organizations. We’re asking a lot of our employees, our managers, and our leaders. Unfortunately, most of the emphasis has been on working harder, not smarter. Burnout is the typical result of this well-intentioned approach to keeping our organizations running on high-stress, extra-effort mode. The alternative is leveraging our human capital in a more intentional, informed way that honors the unique talents of the individuals we employ. It’s not new… w...
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It sounds like a saying on a motivational poster, but research shows that building on your natural talents is a far more effective way to get where you want to be in life. It’s also a more efficient way to build your team, your department, and your organization. Investing in talents happens when we add the knowledge, skills, and experience that allow individuals to practice and perfect the things they’re already good at or show early signs of aptitude for. 
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There is no question that employee engagement is a large issue. Over half of the nation’s employees are looking for the next opportunity somewhere else. Breaks are becoming more frequent, time is skimmed off both ends of the work day, and turnover feels like the new normal. It doesn’t have to be this way. If we as leaders focus on removing barriers to engagement, our employees are then free to focus on relationships with customers, innovations, and continuous improvements to our organization.
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Good leaders identify strengths, develop them, and place employees where those strengths can be used fully.
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