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Introduktion til styrkebaseret ledelse

Forskning viser, at fokus på styrker medfører positive effekter på din organisation og at det tydeligt afspejler sig på bundlinjen. Det skyldes, at medarbejderne føler sig robuste og derfor helt naturligt engagerer sig mere. Deres arbejde bliver mere meningsfyldt. Af samme årsag holder organisationer derfor også fast på de dygtige medarbejdere i længere tid, hvis der arbejdes med styrkebaseret ledelse.

Styrker er ikke nødvendigvis det vi er gode til, men det, der giver os kræfter og gør os i stand til klare mere – vel at mærke på en holdbar måde. Derfor erstatter styrkebaseret ledelse ikke lederens eksisterende ledelsesstil, men fungerer som et supplement.

Et centralt element i styrkebaseret ledelse er, hvordan mål, styrker og færdigheder spiller sammen og virker på den enkelte medarbejder. Ved at forholde sig aktivt til dette, hjælper den styrkebaserede leder sine medarbejdere med at realisere en større del af deres potentiale.

Spørgsmål vi ofte stilles:

Fordi det styrker såvel virksomheder som mennesker. Forskning har vist at styrkebaseret ledelse medvirker til forbedret bundlinie igennem øget driftsresulater, idérigdom og målfokus.

Forskning viser også at mennesker, som følge af styrkebaseret ledelse, oftere oplever deres arbejde mere meningsfyldt.

Det kræver at du er oprigtigt interesseret i at forså hvornår arbejdet er mest meningsfyldt for dine medarbejdere. Du er nysgerrig og søger at forstå, hvad der gør den enkelte medarbejder engageret og robust og bruger denne viden til at sikre sammenhæng mellem mål der giver mening, færdigheder der skaber flow og medarbejderens motivationsfaktorer.

Det kræver dialog. Dvs. at den styrkebaserede leder ofte bruger mere tid på at tale med sine medarbejdere end konventionelle ledere gør det.

NEJ. Styrkebaseret ledelse handler ikke om at ignorere svagheder, problemer eller lav performance. Det handler om at balancere fokus så både styrker og svagheder får betydning. Den styrkebaseret leder tillægger derfor problemer og svagheder samme betydning som styrker og muligheder.
KØB BOGEN HER

10 dokumenterede effekter af styrkebaseret ledelse

Ledere, der sikrer dialog om styrke i dagligdagen, oplever forstærket performance i teams og individer samt mere tilfredse kunder og større profitabilitet.

Kilde: Harter, J. K., Schmidt, F. L., Killham, E. A., & Asplund, J. W. (2006). Q12 meta-analysis. Gallup Consulting. Se rapport her
Dubreuil, P., Forest, J., & Courcy, F. (2013). From strengths use to work performance: The role of harmonious passion, subjective vitality and concentration. Journal of Positive Psychology. DOI: http://dx.doi.org/10.1080/17439760.2014.898318

En kultur, der tager medarbejdernes styrke seriøst, fastholder talenter og oplever generelt mindre medarbejderomsætning.

Kilde: Cappeu.com – se mere her

Mennesker, hvis arbejde medvirke til at skabe styrke, oplever seks gange mere engagement i det, de laver.

Kilde: Harzer, C., & Ruch, W. (2012a). When the job is a calling: The role of applying one’s signature strengths at work. Journal of Positive Psychology.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87, 268-279.

59 % af de mennesker, hvis arbejde fokuserer på styrkeudvikling, får deres bedste ideer på jobbet. Kun 3 % af de mennesker, som har et arbejde, der ikke fokuserer på styrke, får deres bedste ideer på jobbet.

Kilde: Gallup – se mere her

Mennesker, der fokuserer på styrke, når deres mål hurtigere og bedre end mennesker, der ignorerer eller nedprioriterer deres styrke for at fokusere på at minimere svagheder. Derudover oplever mennesker med fokus på styrke større glæde ved at opnå deres mål.

Kilde:  Govindji, R., & Linley, P. A. (2007). Strengths use, self-concordance and well-being: Implications for strengths coaching and coaching psychologists. International Coaching Psychology Review, 2 (2), 143-153.

Mening vurderes af alle danskere som den mest afgørende forudsætning for arbejdslyst. Styrkebaseret ledelse med et konsekvent og situationsbestemt fokus, fremmer trivsel, oplevelse af mening og passion i jobbet.

Kilde: Krifa 2015. Se mere på krifa,dk
Harzer, C., & Ruch, W. (2012b). The application of signature character strengths and positive experiences at work. Journal of Happiness Studies.

Mennesker, der er bevidste om deres styrker og aktivt bruger dem i hverdagen, er mere selvsikre end dem, der primært fokuserer på at minimere det, der svækker dem. At udvikle sine styrker har afgørende betydning for oplevelsen af selvtillid, selvværd og handlekraft.

Kilde: Minhas, G. (2010). Developing realised and unrealised strengths: Implications for engagement, self-esteem, life satisfaction and well-being. Assessment and Development Matters, in press.

Læring har de bedste vilkår, når der bliver taget udgangspunkt i det, der styrker den enkelte, og vedkommende møder nye udfordringer med styrke.

Kilde: Sheldon, K. M., Kasser, T., Smith, K., & Share, T. (2002). Personal goals and psychological growth: Testing an intervention to enhance goal-attainment and personality integration. Journal of Personality, 70, 5-31.

Mennesker, der føler sig stærke som resultat af styrkefokus, er hurtigere til at tilpasse sig og håndtere forandring gennem en mere kreativ og proaktiv adfærd.

Kilde: Dubreuil, P., Forest, J., & Courcy, F. (2013). From strengths use to work performance: The role of harmonious passion, subjective vitality and concentration. Journal of Positive Psychology.

Et øget styrkefokus medvirker til at nedbringe og fastholde et lavt niveau af stress. Det fremmer også robusthed og evnen til at håndtere udfordringer.

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