In this session, you will see data and examples that suggest we can successfully confront bias with tools from positive psychology including, strengths assessments, strengths-based conversations with managers and employees, and individual and team coaching interventions. Strengths-based interventions have been shown to increase self-efficacy confidence, and hope. Some organizations have used identification of common strengths to create “communities of practice,” which both amplify individual contributions and break down silos, leading to cross-functional teams and relationships. Gallup data show that only 20% of American employees consider their workplaces among the most inclusive. And yet the most inclusive workplaces generate high employee engagement and the most loyal employees. How do we build inclusive workplaces in a world that is inherently and destructively inequal and divisive? Introducing Dr. Clifton’s strengths-based psychology into workplace cultures changes the paradigm from a focus on what is wrong, to a focus on what is right. Dr. Clifton spent more than 50 years of his life studying what is right with people. The StrengthsFinder 2.0 assessment is a powerful tool to quickly identify a person’s innate talents—their natural patterns of thinking, feeling, and behaving that can be productively applied. While this assessment is best-known for boosting employee engagement and improving team productivity, many practitioners are finding it useful for supporting diversity and inclusion. One expert coach in New York said he felt Dr. King’s dream of a nation that evaluates people on the “content of their character” could be reached if we knew and valued each other’s strengths.
diversity, inclusion, development
Innovation Case Studies
Manager, Marketing, Soar.com, United States