Leveraging Your Team’s Strengths

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Lesson 1: A Strengths-Based Approach: What it is and Why it Works!

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Lesson 2: Identifying Strengths

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Lesson 3: Leveraging Individual Strengths

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Lesson 4: Leveraging Team Strengths

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Lesson 5: Creating a Strengths-Based Organization

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Lesson 6: Sustaining Strengths

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Leveraging Your Team’s Strengths Lesson 5: Creating a Strengths-Based Organization Check for Understanding

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Question 1 of 4

1. Question
It is just as effective to do a one-time strengths intervention (like an assessment) as it is to infuse strengths into the culture of an organization with multiple interventions.
- True
- False
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Question 2 of 4

2. Question
The path to a strengths-based organization involves the following four-step cyclical process:
- Learn about your strengths, leverage your strengths, dialogue about your strengths, create a strengths-based culture
- Learn about & identify your strengths, learn your team members’ strengths, leverage strengths at all levels, sustain a strengths-based culture
- Leverage your strengths, identify ways to engage your strengths and the strengths of your team, create shared language, sustain a strengths-based organization
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Question 3 of 4

3. Question
What is an example of something leaders can to do to demonstrate their commitment to creating a strengths-based culture?
- Delegate tasks
- Articulate how strengths are connected to the organization’s identity
- Demonstrate their commitment to wellbeing by encouraging people to lift weights
- All of the above
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Question 4 of 4

4. Question
Employees who receive feedback from their managers about weaknesses are:
- More engaged than employees who receive strengths-based feedback
- More engaged than employees who receive no feedback
- Less engaged than people who receive strengths-based feedback
- 2 and 3
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