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

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May 2018
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Success

Recognising the Role of Your Strengths in Your Success

Posted by: Trudy Bailey, Capp

 

Martin Seligman, the founding father of Positive Psychology, developed a world-famous simple exercise concentrating on identifying 3 things that went well in your day. Focusing on this simple philosophy can help build our life satisfaction and takes just a few minutes of diary writing each day.

 

I was reminded of the power of the exercise last week working with a client. When was the last time you stopped to ask this vital question: What Went Well?  When did you last enable or challenge your colleague, manager, children, friends or family to think about what was good in their lives?

 

Your successes don’t need to be earth-shattering and ideally something from each of home and work is a great combination.  Seligman then asks you to focus on the why, so that you can identify the reason for your success. For example, was it down to hard work, love, thoughtfulness, love of learning or the research or planning you undertook? Or something else?

 

With such brilliant benefits, why aren’t you doing the What Went Well daily? I am also at fault. Rushing in the door from work with many things to do, it’s easy to forget (why do I always get presented with a cooking ingredients list at 8pm the night before?!)  In the midst of this, I can sometimes forget our evening meal ritual of ‘What was good about your day?’

 

When I first started this, everyone would moan and I never forget my father’s face when introducing it at Christmas dinner!!  However, when I forget, the children now often remind me as they look forward to the positive reinforcement this gives them.

 

One way to help us think about why something went well is to have a better understanding of our strengths and to relate these to the situation. Identifying and using our strengths leads to better engagement and performance in your role. If you needed it, this gives you the business case for your 5 minute time out.

 

So, next time something goes well, big or small, ask yourself what strengths you were using that enabled you to succeed. Strengths can be about how you relate to people, how you think, your motivation, your communication and your passions, so try and identify at least one. By doing this, you will become more confident in using your strengths, enabling further success and creating a virtuous spiral of positivity.

 

To help you, there are just 5 days left to take advantage of our January Realise2 offer to buy 4 Realise2 codes, and receive the 5th code FREE!  Simply go to www.realise2.com and enter GOALS2015 at the checkout to make the most of this offer.

 

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Success is a Science

Posted by: Vernon Bryce, Director, Capp

 

“Everyone can rise above their circumstances and achieve success
if they are dedicated and passionate about what they do”

(Nelson Mandela)

 

A student scanned her university’s psychology reference library shelves. They were full of outstanding studies in delinquency, depression, drug addiction, divorce, debt; many important yet curiously incomplete pictures of human behaviour. Where were the triumphs, joys, adventures, the peaks of human endeavour and success she wondered?

 

In another place and time, a first class coach in sporting team performance, unusually at the time, recorded the winning plays in his team’s games. He then replayed them to his team. Impressively, the team improved its winning performances as never before and, as they observed and learned from their winning plays, their success was sustained.

 

Both had something in common; belief that success and failure, though important, are opposite to each other only in a dictionary. Behaviourally they are not opposite. Focussing on one, in the absence of the other, is neither enlightening nor productive. In business, we are getting better at understanding this difference, the difference between failure and success in terms of turning the master keys to improving performance.

 

Consider this. Some Sales, Leadership, L&D, Grad and Recruitment specialists each ask for £10,000 from their CFO’s discretionary ‘value creation’ fund. Some teams ask for the fund to spend the money on reducing costs, some ask for spend to study failure rates. One team, rather hopefully they thought, ask the CFO for £20 000, asking her to invest in Success. To the amazement of the other teams, the ‘success study’ team won.

 

Here’s what the CFO had to say. “I have often puzzled on why in business we spend an inordinate slice of our precious time investigating why things go wrong and not investing why things go right. We can learn a lot from why customers buy from us, more than why they do not. We learn more from why our successful people stay than why they may leave. In my view it’s the successful people we have now that will make us great in future. So I had no hesitation in investing in Success’’.

 

Opportunity is there for the taking; opportunity to create sharper workforces. Let’s study success, let’s get data on its strengths, nuances, capabilities; then find how to measure success robustly, accurately and reliably. Let’s draw and develop success models. Let’s study the many positive role models out there; also their best plays, in leaders, engineers, art, teaching, healthcare research and front line professions, sales, service, retail, projects, science, technology and design.

 

Some say the “War for Talent is over; Talent won’’. Soon, people will say the “Strengths revolution is over, and Success won’’. Strengths and Success are the new kids on our block; they are more than siblings, they are twins in our quest for talent.

 

“Success is a science. If you have the conditions you get the results”

(Oscar Wilde)

 

 

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