What is the focus of performance valuation in a strengths-based approach?
As you might imagine we focus on identifying, learning from and building upon strengths. We share stories of times when the person has performed exceptionally well, contributed to the organization, and been truly aligned with their role expectations and the organization’s mission. One of the best arguments for this emphasis is Laura Morgan Roberts, et al1 article in the January 2005 HBR “How to Play to Your Strengths.” They wrote, “The sting of criticism lasts longer than the balm of praise. Multiple studies have shown that people pay keen attention to negative information…. Ironically, such a focus on problem areas prevents companies from reaping the best performance from its people…. People remember criticism, they respond to praise…. We have noted that while people remember criticism, awareness of faults doesn’t necessarily translate into better performance.” (Page 80). Clifton and Harter give another rational for the focus on strengths in the book, “Positive Organization Scholars
