So having followed this month’s blogs, you should now have a clear understanding as to the meaning of a ‘strength-based’ approach and how to adopt it in the workplace.

Now I want to consider the importance of adopting a ‘strength-based’ approach.

In the strengths-based approach, deficiencies aren’t ignored, nor are individuals asked to ignore their problems and pains.

Instead, the emphasis is that outcomes are based on a positive outlook and goals.

I believe this is important for the following reasons:

• Individuals are seen as unique, where talents and resources are included as strengths;

• Intervention focuses on possibilities rather than deficits;

• Instead of goals being based on some random classification, strength-based goals are dependent on the individual’s desired outcomes;

• The individual is the expert;

• Alternatives and various options are explored rather than having a black/white approach to things;

• The relationship is seen as a collaboration instead of as an intervention;

• Instead of asking what the problem is, the individual is asked what situation they are in.

Look out for the last blog in this series – The Benefits of Adopting a Strength-Based Approach.

If you need further information about this approach, or any other resilience topic, please contact russell@theresiliencecoach.co.uk.