A couple years back, each one the leaders in my company were requested to complete an internet personality quiz. Upon conclusion, we obtained a comprehensive report of our unique strengths. From that point, our Human Resources team assembled us all into a big hotel banquet space, and we attended a compulsory session known as "Strengths-Based Leadership." This concept of organizational leadership cautioned that leaders who concentrate their energy leveraging and amplifying their group members' various strengths will yield quicker results, greater rates of productivity, and much more favorable results than leaders who concentrate greatly on remediating and enhancing flaws. The idea of strengths-based coaching isn't in and of itself notable -- lots of businesses across several businesses ascribe to it. And while I furiously jotted down notes in my conference-branded laptop, the irony wasn't lost on me that the doctrine of quantifying and assessing adult performanc...
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