Positive psychology is about building upon people's strengths and innate talents. Too often performance reviews focus on what's not working and not what's working and how this can be capitalized on. This webinar considers how leaders can build on people's strengths through strengths and talents conversations.

1. Positive Psychology & Building on
Strengths
Dr Tim Baker
tim@winnersatwork.com.au
www.winnersatwork.com.au

2. Strength-based
psychology
Ways to utilize
strengths?
Strength-based
conversations

3. Positive Psychology (Strengths-
based coaching approach)
Focus on developing a
pleasant life, a good life and a
meaningful life by focusing on
the development of:
• Altruism, hope, optimism,
resilience, helping behaviours,
fun and happiness
• Positive work environments

4. Do you know the strengths of your team members?
Do they know that you know?
Have you utilised those strengths in the context of their work?

5. Research proves that what we
enjoy and our strengths are
connected

6. Surveys show that up to 70% of people are disengaged at work

7. • We spend a third of our adult
life in the workplace
• That amounts to 40 plus years
• The least we can do is to find
well-being in the work we
do.

9. Rule of 3 P’s
We tend to practice
What we prefer
And become more proficient
at it.

10. As a leader …
• Start your meetings with ‘win for the week’
• Say hello to people in the morning; and mean it!
• Take an interest in the people that work for you
• Say thank-you more
• Apologise when you have messed up
• Have encouraging conversations
• Create thinking time
• Debrief with their three questions: What went well?
What didn’t go well? What will we do next time?

12. Questions
for the
Strengths
and Talents
Conversation
What are the tasks you enjoy doing
most in your current job?
Why do you enjoy those sorts of
task?
In your current role, how can we
work together to provide you with
the opportunity to do more of this?

13. Five Conversations Framework

14. Five
Conversations
Framework
Implementation
Process

15. Advantages of
implementation FCF
Heightened levels of
engagement
More trust
Open communication
Attraction & retention
Improved leadership
Greater productivity
Disadvantages of not
implementing FCF
×Disengagement levels remain
the same
×Them & Us culture
×Closed communication
×Higher turnover
×Command & control leadership
×Things stay the same

16. a 30-min free, no
obligation
conversation on
how the FCF
could be
implemented in
your workplace
My offer to you:
tim@winnersatwork.com.au
Or
0413 636 832