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Using strengths to drive career success

Using strengths to drive career success Purpose – The purpose of this article is to describe the practical applications around the “strengths” philosophy that was first pioneered in the USA during the late 1990s and early 2000s. It will give an introduction to the strengths approach and will reference two organizations' implementation of the approach. Design/methodology/approach – This article is based on the author's experience of working with two organizations that implemented the strengths approach to deliver specific outcomes. In both cases the approach subsequently improved people management processes. Findings – The strengths approach was found to be successful in delivering specific outcomes and the case studies provide evidence that the approach enables leaders and staff to feel better equipped and confident about their abilities. Originality/value – This paper adds value to the practitioner community by offering practical examples of applications of the strengths approach and would be a useful guide to any HR professional. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Strategic HR Review Emerald Publishing

Using strengths to drive career success

Paul Brewerton
Strategic HR Review , Volume 10 (6): 6 – Oct 18, 2011
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6 pages

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Publisher
Emerald Publishing
Copyright
Copyright © 2011 Emerald Group Publishing Limited. All rights reserved.
ISSN
1475-4398
DOI
10.1108/14754391111172760
Publisher site
See Article on Publisher Site

Abstract

Purpose – The purpose of this article is to describe the practical applications around the “strengths” philosophy that was first pioneered in the USA during the late 1990s and early 2000s. It will give an introduction to the strengths approach and will reference two organizations' implementation of the approach. Design/methodology/approach – This article is based on the author's experience of working with two organizations that implemented the strengths approach to deliver specific outcomes. In both cases the approach subsequently improved people management processes. Findings – The strengths approach was found to be successful in delivering specific outcomes and the case studies provide evidence that the approach enables leaders and staff to feel better equipped and confident about their abilities. Originality/value – This paper adds value to the practitioner community by offering practical examples of applications of the strengths approach and would be a useful guide to any HR professional.

Journal

Strategic HR Review – Emerald Publishing

Published: Oct 18, 2011

Keywords: Strengths‐based approaches; Human resource strategies; Coaching; Career development; Transition; Team development

References

  • The big five personality dimensions and job performance: a meta‐analysis
    Barrick, M.R.; Mount, M.K.
  • The road to recovery
    Black, B.
  • Strengths for Success: Your Pathway to Peak Performance
    Brewerton, P.; Brook, J.
  • Personality and Motivation Structure and Measurement
    Cattell, R.B.
  • Flow: The Psychology of Optimal Experience
    Csíkszentmihályi, M.
  • Business unit‐level relationship between employee satisfaction, employee engagement and business outcomes: a meta‐analysis
    Harter, J.K.; Schmidt, F.L.; Hayes, T.L.
  • Self‐efficacy and work‐related performance: a meta‐analysis
    Stajkovic, A.; Luthans, F.