Strength-based Development

Success is achieved by developing our strengths, not by eliminating our weaknesses…

At NamanHR, we use the transformational Strength-based Development approach to improve employee potential, leadership competence, and business outcomes.

What does the term strength mean?

“the ability to consistently provide near-perfect performance in a specific activity”. – Gallup

Strengths are natural talents developed to a point where applying them consistently and optimally results in high performance.

Strength-based development

then, is adding relevant skills, knowledge and experience that would enable us to identify our strengths and leverage them to reach our highest potential and toughest goals.

This may sound like something that’s done often but in reality most organisations base their employee training and development on Areas of Improvement (AOI). At the end of each appraisal cycle, Managers identify Areas of Improvement and recommend employees to attend trainings that can help them overcome these ‘weaknesses’.

This approach – as Gallup proved in its exhaustive study – leads to mediocre wins.

The ability to leverage strengths helps individuals reach their true potential and create lasting impact on their work.

Are you ready to harness your employee’s strongest strengths?

“focus on your strengths and manage your weaknesses.

In a research that spanned across 40 years, the Gallup Organisation studied 1.2million employees across 49,495 business units in 45 countries. The findings? Focusing on strength based development approach led to:

  • nearly 30-percent increase in profits
  • reduced turnover rates
  • increase in employee and customer engagement

Advantages of using Strength-based Development

Swapping their employee development approach from ‘weakness-led’ to ‘strength-led’ has helped our clients achieve significant impact in these areas.



  • Improved Confidence and Productivity
  • Stronger sense of engagement and workplace safety


  • Increase in Profitability
  • Reduced employee turnover

Client Relationship

  • Greater willingness to innovate, make mistakes, and learn
  • Stronger commitment to Customer Engagement

Strength-based Development has a proven record of helping organisations improve their culture and boost business performance by a huge margin.

Explore how you can implement this approach today.

The NamanHR Advantage

At NamanHR, Strength-based Development interventions are led by our inhouse Gallup® Certified Strengths Coaches. Combined with our team of senior facilitators, we give undivided attention to participants’ strengths, ways of amplifying, and leveraging them.

Our most proven Strength-based Development interventions include:


This 1-day flagship workshop by NamanHR is the quickest, easiest way to introduce the Strength-based Development philosophy to your organisation.

Based on CliftonStrengths® Assessment, MIDAS® helps individuals identify their strengths, get an insight into how they reflect in everyday actions, and the best way to leverage them. It gives them a path into managing their weaknesses while staying in their strength zone and becoming the best version of themselves.

We have seen this workshop produce very powerful results in a variety of participant groups.

  • For Young Professionals
    Enhanced self awareness about their patterns of thinking, feeling, and behaving led to improved emotional intelligence and better self management – in spite of apparent lack of ‘professional’ experience
  • For Managers
    Armed with an understanding of how strength-based development approach, managers get more intuitive about identifying their team’s strengths and get better at delegation
  • For Teams
    Teams that go through strength-based development workshops together became more sensitive towards each other’s strong suits, were able to create synergies for achieving challenging goals, and needed minimal or no supervision
  • For College Students
    Students showed an improved ability to align their career path in accordance with their strengths and showed greater maturity while working in complex teams

Strengths-Based Leadership

This 2-day intervention starts with helping managers and leaders discover their own strengths. It then gives them a proven method of identifying strengths of their team and stakeholders in four areas: Strategic Thinking, Executing, Relationship Building, and Influencing.

The workshop aims to help managers see that in their own journey towards leadership, they can’t rely on one model of a perfect leader. Instead, to build strong, collaborative teams in today’s complex workplace, they have to learn to operate from their strength zone as well as draw others to bring their own strengths.

While we initiate it as an Instructor-led, experiential workshop, we often combine Strength-Based Leadership with one-to-one coaching. This enables us to handhold leaders as they weave the strength-based leadership philosophy in their teams, organisations, and lives at large.

Over years of conducting Strength-based leadership workshops and coaching forums, we have seen our participants:

  • build high-performing teams and organisations with greater effortlessness as the constant struggle with weaknesses (theirs and their team’s) reduces
  • become better at building a more consensual leadership style – which becomes hugely critical as you move up the ladder to lead other managers and leaders
  • improve the quality of hires by zooming in one strengths that people come with and strengths they need in their team/organisation

Our Approach

  • Stage 1


    Helping participants discover their strengths and how they reflect in their actions

  • Stage 2


    Appreciating what it means to optimally leverage your strength and how to achieve that

  • Stage 3


    Creating opportunities to leverage strengths and manage weaknesses such that it contributes to growth

  • Stage 4


    Aligning professional and personal goals to strengths such that you significantly improve your ability and competence in achieving them

Boost your business outcomes. Build a formidable culture. Execute Strength-based Development today.


What is the agenda of the workshop?

  • The agenda primarily is to help the learner reflect on his naturally occurring strengths while focusing on how to be in the STRENGTHS ZONE
  • The facilitator would also be interested in helping the learner with application of the strengths to different business and personal scenarios
  • Many learners have reported that they were able to garner insights on their current style of working and pattern of doing things and this workshop has helped them gain new paradigms of how they could start or stop some behavioral patterns.

What are the contents for workshop?

  • Introduction to Positive Psychology
  • Characteristics of strengths based cultures
  • Basics of Strengths
  • The process map of talents to strengths
  • Introduction and deep diving into one’s own top 5 signature themes
  • Macro level Understanding the other 29 themes
  • Exercises to apply the themes in one’s own role
  • Q&A

Who is the target audience?

  • Managers Jr or Sr
  • Leaders
  • Team Leads and Supervisors
  • Educators
  • A workshop like this welcomes different perspectives which makes it a richer journey thus it’s really about self-enrichment and welcome to all. However mostly we have had corporate professionals in the past

What take away we are expecting from participants

  • Deeper awareness of oneself
  • Reflection on one’s own behavioral patterns
  • Better interpersonal effectiveness
  • Awareness of one’s own blind spots
  • Toolkit for development by design

Faculty background

The faculty is a psychologist and NLP practitioner besides being certified Strengths Coach from Gallup International. He has 27+ years of experience in training and education. He is also a certified Happiness Coach from Berkeley Institute of Well-Being with an MBA in Leadership and Entrepreneurship and a diploma in Story Telling and passion for Transactional Analysis.

Most importantly he is a peoples’ person, loves cultures and enjoys working with different individuals from different backgrounds whether it is consulting, training, coaching or counselling. His top 5 themes are Connectedness, Activator, Ideation, Strategic, Input

How can we measure effectiveness?

To measure effectiveness there are 3 possibilities:

  • The learner could see how aware he is of utilization of his talent themes post the workshop and how effectively is he able to do that.
  • The learner picks 3 behaviors during the workshop which he closely monitors over a span of 90 days to see how it has changed for him.
  • The learner could see how his 3 closest skills related to his talent themes have become more matured and strengthened.
  • The best measure for such a workshop is the ability of the learner to help others realize and utilize their strengths and that is exactly the beginning of a strengths culture.