Strengths-based Approach to Development

by Stephanie Walters

Measuring the effectiveness of the approach

There are ten steps to go through when measuring the effectiveness of a strengths approach:

  1. Identify what measures you want to change
  2. Identify what aspects of performance you want to change
  3. Create a questionnaire of about five questions to measure the current state
  4. Record the current results in key measures (KPIs)
  5. Get people to complete the questionnaire before completing the strengths intervention
  6. Get people to complete the questionnaire one week after completing the strengths intervention
  7. Get people to complete the questionnaire one month after completing the strengths intervention
  8. Get people to complete the questionnaire three months after completing the strengths intervention
  9. Get people to complete the questionnaire six months to one year after completing the strengths intervention
  10. Measure KPIs before, one week, then one, three and six months after the strengths intervention.
Questionnaire

Below is a sample of the questions you might ask in the questionnaire designed as part of steps three and five to nine. These are specifically focused on measuring an individual’s awareness and application of their strengths as well as their engagement with the organisation.

Scale

  • Strongly agree
  • Agree
  • Uncertain
  • Disagree
  • Strongly disagree

Questions

  1. I am aware of my top strengths at work.
  2. I feel energised in my work.
  3. My manager is aware of my strengths at work.
  4. My manager provides me with opportunities to use my strengths at work.
  5. I would recommend this organisation to my friends and family.