Strengths

Managers need to have more frequent, ongoing conversations with employees. But too many managers aren't up to the task.

July 17-19, 2017
Omaha, Nebraska

Building innate talents into strengths in college or at work requires practice, much like building physical strength.

Organizations with strengths-based brands draw talented job seekers who are driven to use and develop their innate abilities.

What do women and millennials want from the workplace? Gallup.com covered these and other hot topics in 2016.

On-the-ground coaches help leaders, managers and employees fully develop and apply their strengths.

Strengths initiatives come to life when workers go beyond discovering their individual strengths and form strengths communities.

Women and men share many CliftonStrengths themes, but women rank higher in Relationship Building themes.

Every employee is talented in some way. Discovering those strengths and fitting them to a job role improves companies and leadership.

When companies consistently talk about strengths concepts, employees use their strengths more often.

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.