GROUP EXERCISE 1: Strengths-Based Development Learning Objective: The exercise Incorporates many kdess In the unitwith the main point reinforcing the fact that each Individual 6 different. Intelligence ba related concept In the situation and kentifying other personality traits when deciding the corporation's course of action. summary: When drought threatened the survival of a farming corporation |Auglake Provico |, CEO Larry Hammond realbed that he would have to change the business model. Hammond then Implemented strengths-based development to leverage the unique strengths and talents of each employee. The strengths approach recognbes that everyone has different talents and natural patterns of thought, feeling, and behaviour. Recognbing and building on those talents with pertinentskill and knowledge creates strengths. Aug labe's management had previously used a "deficit" development approach, spending a lot of time identifying employees' weaknesses and trying to correct them. The meant that a lot of Auglalze's management was relatively negative. Hammond wanted to change that approach. Every employee In the corporation took an assessment to measure and Identify he or hertop five talents, and received at least two consultations on the Ir Individual strengths. The enabled Auglake to build onwhat it's employees naturally do best Employees became more engaged, productive, and energised, and the organisation became more successful. Task: A Group of 4 students should arewer the following questions: 1, Do you think It is better to focus on assessing and developing employees' weaknesses, or to focus on their strengtha? why? 2. why would strengths-based development Increase employee engagement? Provide exam ples 3. If you were a manager, how might you Interact with employees differently If you were using strengths-based development rather than deficit-based development