How about trying a “strengths-based” leadership approach? Here are a few questions you can ask to maximize engagement levels in your workplace. Unfortunately, managers tend to focus performance discussions on areas of weakness…further disengaging employees.

Gallup research has found employees are 74% engaged when they are working in their strengths areas, but are only 9% engaged if they aren’t. Are you and your employees working in the areas where you and they have strengths rather than shoring up weaknesses?

• Is it easy for you to recognize your own strengths?
• Can you clearly articulating your strengths?
• Are you working in your strengths areas on the job?

"The idea that there are ‘well-rounded’ people, people who have only strengths and no weaknesses…is a prescription for mediocrity if not incompetence. Strong people always have strong weaknesses…and no one is strong in many areas." –Peter Drucker, The Effective Executive