What the whole world wants is a good job, and we are failing to deliver it.
Managers need to have more frequent, ongoing conversations with employees. But too many managers aren't up to the task.
Learn how to optimize employee performance at your organization.
Organizations with strengths-based brands draw talented job seekers who are driven to use and develop their innate abilities.
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.
When leaders make strengths-based development a priority, their companies make larger, faster strides toward strengths outcomes.
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.
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.
35% of U.S. Managers Are Engaged in Their Jobs