{"id":2358,"date":"2023-01-26T09:48:49","date_gmt":"2023-01-26T09:48:49","guid":{"rendered":"https:\/\/workwithimpact.co.uk\/?p=2358"},"modified":"2023-01-26T09:50:26","modified_gmt":"2023-01-26T09:50:26","slug":"benefits-of-a-strength-based-approach","status":"publish","type":"post","link":"https:\/\/workwithimpact.co.uk\/news\/benefits-of-a-strength-based-approach\/","title":{"rendered":"Benefits of a Strength-Based Approach"},"content":{"rendered":"<p>The strength-based approach refers to a \u2018work practice theory\u2019 that focuses on individuals self-determination and strength. This approach brings awareness to individuals of the value that they can offer by being their authentic self through encouraging them to maximise their strengths rather than focusing on their weaknesses and development needs [1,2,3]. In this article, we will be exploring, the factors that constitute a strength-based approach, and how adopting and implementing it can benefit the effectiveness and success of organisations and individuals.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-medium wp-image-2359\" src=\"https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-1--800x558.jpg\" alt=\"\" width=\"800\" height=\"558\" title=\"\" srcset=\"https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-1--800x558.jpg 800w, https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-1--1280x893.jpg 1280w, https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-1--1536x1072.jpg 1536w, https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-1--2048x1430.jpg 2048w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/p>\n<p><strong>What constitutes a strength-based approach? <\/strong><\/p>\n<p>Research has suggested that there are six standards that organisations should use to guide their practice when using a strength-based approach [4]. These standards encourage focus to be shifted towards the positives in adverse situations.<\/p>\n<ul>\n<li><strong>Being goal orientated<\/strong> \u2013 this can be achieved through placing importance on individuals setting goals for what they would like to achieve personally.<\/li>\n<li><strong>Using strength assessments<\/strong> \u2013 to enable employees to uncover and assess their strengths and allow them to enhance these. We at Impact Psychology for Business are accredited Strengthscope Practitioners \u2013 <em>Strengthscope is the only strengths assessment tool to have achieved a registered status with the British Psychological Society. It provides a unique insight into what energises and motivates people to perform at their best and can be used with individuals and teams<\/em> [5].<\/li>\n<li><strong>Creating links between resources in the environment<\/strong> \u2013 all individuals have something unique to offer and this may be of benefit to others. This encourages people to look for what \u2018assets\u2019 they have available to them rather than \u2018deficits\u2019 and what they do not have.<\/li>\n<li><strong>Using varying approaches and methods<\/strong> \u2013 in order to achieve a specific goal. Solution Focused Coaching in particular can be helpful to support people to recognise their strengths and when they have successfully used them in the past.<\/li>\n<li><strong>Creating hope inducing relationships<\/strong> \u2013 hope can be encouraged through finding and connecting strengths between individuals.<\/li>\n<li><strong>Facilitating meaningful choice<\/strong> \u2013 this can be achieved by viewing individuals as experts of their own lives and providing them with the authority to choose.<\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-medium wp-image-2360\" src=\"https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-3-800x533.jpg\" alt=\"\" width=\"800\" height=\"533\" title=\"\" srcset=\"https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-3-800x533.jpg 800w, https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-3-1280x853.jpg 1280w, https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-3-1536x1024.jpg 1536w, https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-3-2048x1365.jpg 2048w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/p>\n<p><strong>Benefits of a strength-based approach <\/strong><\/p>\n<p>Adopting a strength-based approach is crucial to the effectiveness of organisations and this has a significant impact on employees. For example, research has shown that organisations that implement a strength-based coaching culture report increases in the collective performance of their employees. Therefore, adopting a strength-based practice can have a positive impact on an organisations overall performance [6].\u00a0 Some of the key benefits are:<\/p>\n<ul>\n<li><strong>Improved mental wellbeing<\/strong> \u2013 focusing on individual strengths improves the employee\u2019s self-esteem and confidence, which in turn increases their resilience and their ability to adopt a growth mindset at work.<\/li>\n<li><strong>Better coping and response mechanisms<\/strong> \u2013 For example, focusing on employees\u2019 strengths enables individuals to effectively set appropriate goals in response to adverse situations and failures [7].<\/li>\n<li><strong>Shifting employee focus towards building on existing strengths<\/strong> \u2013 this shift leads to higher levels of job satisfaction, productivity, personal growth, and overall motivation [8].<\/li>\n<\/ul>\n<p><strong>How to implement a strength-based approach <\/strong><\/p>\n<p>The strength-based approach recognises the effects of an individual\u2019s environment and takes into consideration external constraints that may be hindering their growth [1]. Some suggestions for how to implement strength-based practice in your organisation and achieve resilience include:<\/p>\n<ul>\n<li>Holding the belief that every employee has unique strengths, capabilities and potential.<\/li>\n<li>Viewing challenges with optimism and hope, instead of avoidance.<\/li>\n<li>Being conscious and mindful of the words we use \u2013 \u2018The language we use creates our reality\u2019<\/li>\n<li>Accepting that change is inevitable. Due to the evolving nature of individuals and the world, it is important not to resist change.<\/li>\n<li>Building authentically supportive relationships and ensuring this support is unconditional.<\/li>\n<li>Considering employees\u2019 personal perspective at the beginning of a change process.<\/li>\n<li>Building upon pre-existing experience and knowledge when approaching the unknown.<\/li>\n<li>Being flexible with capacity building and viewing this as a process and goal which is dynamic.<\/li>\n<li>Being collaborative and adaptive through valuing individual differences [7].<\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-medium wp-image-2362\" src=\"https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-4-800x450.jpg\" alt=\"\" width=\"800\" height=\"450\" title=\"\" srcset=\"https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-4-800x450.jpg 800w, https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-4-1280x720.jpg 1280w, https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-4-1536x864.jpg 1536w, https:\/\/workwithimpact.co.uk\/wp-content\/uploads\/benefits-of-a-strenght-based-approach-Image-4-2048x1152.jpg 2048w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/p>\n<p><strong>How can Impact help you? <\/strong><\/p>\n<p>As proponents of the power of adopting a strength-based culture within organisations, we have been success in designing and delivering a number of leadership and team development programmes. These have helped individuals gain awareness of how they can utilise their strengths to increase performance and job satisfaction and we have supported teams in building a shared understanding of how they can best work together. As Strengthscope Practitioners, we have also added this unique strength-based assessment to our psychometric assessment portfolio and use it as part of our executive coaching programmes.<\/p>\n<p>To find out more about how we can support you and your organisation, please click <a href=\"https:\/\/workwithimpact.co.uk\/talk-to-us\/\">here<\/a> to get in touch with us.<\/p>\n<p><strong><em>Want to find out more about the power of using your strengths? Join us at our \u2018Achieving Peak Performance at Work: an Evidence Based Positive Psychology Approach\u2019 Pro-Manchester event on 15<sup>th<\/sup> February 2023. For more information and to sign up, click <\/em><\/strong><a href=\"https:\/\/www.pro-manchester.co.uk\/event\/achieving-peak-performance-at-work-an-evidence-based-positive-psychology-approach\/\" target=\"_blank\" rel=\"noopener\"><strong><em>here<\/em><\/strong><\/a><strong><em>.<\/em><\/strong><\/p>\n<p><strong>Useful resources<\/strong><\/p>\n<ol>\n<li>Stoerkel, E. (2019). What Is a Strength-Based Approach (Incl. Examples &amp; Tools) Retrieved from: <a href=\"https:\/\/positivepsychology.com\/strengths-based-interventions\/#strength-based-approach\" target=\"_blank\" rel=\"noopener\">https:\/\/positivepsychology.com\/strengths-based-interventions\/#strength-based-approach<\/a><\/li>\n<li>Priest, K. L., Kaufman, E. K., Brunton, K., &amp; Seibel, M. M. (2013). Appreciative Inquiry.<\/li>\n<li>Gordon, S. (2012). Strengths-based approaches to developing mental toughness: Team and individual.\u00a0<em>International Coaching Psychology Review<\/em>,\u00a0<em>7<\/em>(2), 210-222.<\/li>\n<li>Rapp, Charles A., Dennis Saleebey, and W. Patrick Sullivan. &#8220;The future of strengths-based social work.&#8221;\u00a0<em>Advances in social work: Special issue on the futures of social work<\/em>1 (2006): 79-90.<\/li>\n<li>Retrieved from: <a href=\"https:\/\/cloverleaf.me\/blog\/what-is-strengthscope\" target=\"_blank\" rel=\"noopener\">https:\/\/cloverleaf.me\/blog\/what-is-strengthscope<\/a><\/li>\n<li>Coetzer, A., Redmond, J., &amp; Bastian, V. (2014). Strength-based coaching: making the case for its adoption in small businesses.\u00a0<em>Development and Learning in Organizations: An International Journal<\/em>,\u00a0<em>28<\/em>(3), 6-9.<\/li>\n<li>Hammond, W. (2010). Principles of strength-based practice. Resiliency initiatives, 12(2), 1-7.<\/li>\n<li>Van Woerkom, M., &amp; Kroon, B. (2020). The effect of strengths-based performance appraisal on perceived supervisor support and the motivation to improve performance. Frontiers in Psychology, 1883.<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"<p>The strength-based approach refers to a \u2018work practice theory\u2019 that focuses on individuals self-determination and strength. This approach brings awareness to individuals of the value that they can offer by being their authentic self through encouraging them to maximise their strengths rather than focusing on their weaknesses and development needs [1,2,3]. In this article, we [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":2359,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[29],"_links":{"self":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts\/2358"}],"collection":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/comments?post=2358"}],"version-history":[{"count":5,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts\/2358\/revisions"}],"predecessor-version":[{"id":2385,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts\/2358\/revisions\/2385"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/media\/2359"}],"wp:attachment":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/media?parent=2358"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/categories?post=2358"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/tags?post=2358"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}