Do you recognize the situations below in your organization?
Then it is perfectly normal.
These are situations we encounter in our work with talent development.
Our organization is not open to learning and change
Our competences are slowly becoming outdated so that our competitive advantage disappears. We find it difficult to train the employees so that we can stay ahead of the competition and be attractive to customers. Our employees are challenged when having to learn new skills.
How does our organization become prepared to learn?
Learning has the best conditions when starting with the talents that strengthen the individual employee, and he/she encounters new challenges with precisely those talents.
Our organization lacks agility
Competition constantly forces us to adjust and change the way we produce our services. There is an inertness among the employees when we want to change routines and processes.
How do we put ourselves in a position where we are prepared and ready for change?
Employees who feel strong as a result of a talent-based strength focus are quicker to adapt and deal with change through a creative and proactive approach.
Our employees are slow to make decisions
Our employees find it difficult to navigate within different issues and consequently making the decisions that need to be made. Our lack of determination obstructs our quality and service to customers in the market. We could do better if we could minimize time lost in decision making.
How can we gain power in our actions?
Employees who are aware of their talents and actively use them in everyday life are more confident than those who primarily focus on minimizing what weakens them. Developing your strengths based on talents is crucial to the experience of self-confidence, self-esteem and drive.
We do not attract the right employees and have a hard retaining them
We have a hard time making ourselves attractive to the right candidates. We are challenged in retaining and motivating our employees. We are challenged to realize the potential of the individual and to retain him/her and develop their competence.
How do we attract and identify those employees with the greatest potential who can become a longer-lasting asset the organisation?
Strength-based leadership with a consistent and situational focus on the individual’s talents, promotes well-being and work desire at the same time as the employee will experience more meaning in and passion for the job.
If you would like to be open to learning and change, actionable, agile and / or proactive and able to attract the right employees, then it is time to strengthen your talents.
Tell us how you would like to nurture your talents: