Capp’s five-step approach to strengths-based recruitment

Click here to find out more about how Strengths Selector can solve your recruitment challenges...

Subscribe by Email

Enter your email address:

 Subscribe in a reader

January 2014
« Dec   Feb »

Daily Archives: January 23, 2014

Getting the best from a team development session

Posted by: Trudy Bailey, Strengths Consultant


At Capp we are very excited to be launching our new Team Profile this week. It still contains some of our clients’ favourite features, but with some added extras we are particularly proud of, such as the Realise2 SWOT Analysis supporting the bigger picture for the team.


As you may know, Realise2 is our strengths identification tool, taken over 70,000 times, enabling individuals to perform better, reach their goals and find engagement in their roles. It helps people understand strengths they use often (realised strengths), those they draw on less often; (unrealised strengths), as well as areas of less energy (learned behaviours) and some good old fashioned honesty around what we don’t do well (weaknesses).


Working with teams’ strengths can be a powerful experience for all concerned, however, there are some key tips I want to share with you whether you are a leader, manager or facilitator of a team development session:-

  1. Be clear on your objectives: From the start, be very clear what the session goals are. Whether it is to support a change, understand roles and relationships or to drive a goal, don’t deviate from what you set out to do.
  2. Preparation: As a trusted facilitator, prepare for your session well, understanding all the team dynamics and their context. You wouldn’t expect any less from Capp, but the new Team Profile is packed with really useful data for your team. How will you drive this on the day to achieve results?
  3. Keep it simple: Don’t try to cram too much in the session and keep exercises simple. Often teams will simply relish in realising new things about each other so have confidence in your approach.  You may not need to do a great deal on the actual day itself to hear the light bulbs go off and the pins drop. Share your own strengths experiences; encourage the sharing of strengths and use the language – watch the results.
  4. Encourage ownership of data: I personally find the learned behaviours in team dynamics the most fascinating. Watching teams communicate about those things they thought were strengths in each other, and understanding how they can be relied on less (they are not as energising as strengths) is a rewarding experience. We often recognise each others’ strengths and weaknesses, but it is common to be caught out here. Support team members to know what they want to be known for in the team.
  5. Next steps: Don’t leave the room without establishing what the next steps are for everyone as an individual, but also collectively as a team. Of course, they may be very simple and often this is better as actions will be achievable, i.e. putting something on the agenda for the next meeting or displaying strengths profiles. When will the team be following up on the actions? Perhaps, delegate the actions list to the person with Personal Responsibility as a strength!


So, next time you are working with a team, consider how  Capp’s new Team Profile can support performance, engagement and, of course, improve communication.

Share and Enjoy

  • LinkedIn
  • Facebook
  • Twitter
  • Delicious
  • Digg
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS