When companies consistently talk about strengths concepts, employees use their strengths more often.
July 17-19, 2017
When it comes to getting the most out of employees' strengths and unlocking their potential, managers play an essential role.
45% of female employees want to become a senior manager or leader
When leaders make strengths-based development a priority, their companies make larger, faster strides toward strengths outcomes.
A Gallup study proves the business benefits of strengths-based development for employees.
In Australia, less than half of students (48%) in Years 5 through 12 who were surveyed have hope for the future, according to the 2016 Gallup Student Poll.
Key findings from Gallup's major study of companies that have implemented strengths-based management practices.
How strengths-based development relates to organizational outcomes
There are 7 billion people in the world. Imagine if all 7 billion received coaching to maximize their potential this week. It would change how humans develop.
As executives rethink short-term security and long-term growth, many are making employee engagement a core performance strategy.
To build a highly talented workforce, companies need a compelling employee value proposition.
Parents can shape a better future for their children by embracing their kids' individuality and helping them develop their talents into strengths, says Gallup's new book Strengths Based Parenting.
Most talented leaders don't want to leave their current company. Attracting them requires knowing what matters most to them.
The state had the highest percentage of actively disengaged workers in the U.S. Now it is rallying across sectors to change that.
Employees seek jobs with new companies because they want to do what they do best at work.
Only four in 10 German employees strongly agree that their manager focuses on their strengths or positive characteristics.