Is it better for leaders to build on employee strengths or to correct their weaknesses? Increasingly, research is finding that positive reinforcement works better than focusing on skills employees need to improve. Recently, for example, Gallup revealed that 67 percent of employees who say their manager focuses on their strengths are engaged in their jobs. 

This engagement can be quantified. According to Gallup, people who focus on their strengths each day are six times more likely to be engaged at work. Gallup Senior Advisor Simon Cooper says, “We all prefer to do what we're good at, and the role of the leader or coach in a strengths-based workplace is to target employees' talents where they can be most effective — yes, square pegs in square holes.”

Long before Gallup began using the term strengths-based leadership, the apostle Paul had revealed the same principle in a church setting: “We have different gifts, according to the grace given to each of us. If your gift is prophesying, then prophesy in accordance with your faith; if it is serving, then serve; if it is teaching, then teach; if it is to encourage, then give encouragement; if it is giving, then give generously; if it is to lead, do it diligently; if it is to show mercy, do it cheerfully” (Romans 12:6-8).

As a pastor or church leader, as you lead others both personally and organizationally, be sure to encourage them in areas of strength and watch them become even stronger and more engaged in a life of faith and service!