Why should we not focus on strengths?
Some organisations have adopted an approach where they identify people’s strengths and ensure that those strengths are used appropriately. This undoubtedly is a positive way forward.
The downside is that they ignore the potential strengths that are available to them within all their staff and not just those that have been picked out as having talents. If you only progress people whose potential strengths have been observed, then the remaining staff, which will be the majority, are likely to become disengaged.
In fact, research shows that 80% of UK workers are already disengaged.
Why make it worse?
- What makes Mind Fit different?
- What do you mean by Mind Fit is the entry point?
- What is natural learning?
- Will the process change my personality?
- Are there benefits from not changing?
- Can you change specific areas to meet organisational challenges?
- Why does it take time to change?
- What type of programmes do you provide?
- What are the benefits of your approach?
- Why should we not focus on strengths?
- What is the difference between Mind Fit and strengths?
If there is a question not featured here, please feel free to contact Mind Fit right away and we will answer it for you.