Marcus Buckingham presents the Business Case for Strengths

[@WmWord]

Marcus, you are refreshing. You go off the beaten path and off script from the "norms," blazing trails into the domain of the "open mind." Thanks.

[@DannyWahlquist]

I have been asking engineers graduating from college what they were doing when they lost track of time and forgot dinner for 30 years. Great summary!

[@WmWord]

Ditto!

[@susantench9777]

Marcus, alot has happened with strengths in the past 5 years and people are coming around! The revolution is in full force.

[@ryonlyon]

Love what you teach Marcus. Been a fan since 2005 and still get engaged by what you say.

[@anthonyagovino3532]

Great insight into what makes teams and individuals great at their jobs. Thanks.

[@IgboKezie]

Great content, great insight, no doubt from the world of sport, the greatest athlete define their discipline according to there strengths

[@druderbu]

I think the most relevant question to ask is "Does your boss care about you?". The fact that a person can be totally wrong about what they think is their strengths and yet they believe they are using them destroys the whole foundation of this video. A business full of people deluded about their strengths doesn't make for a successful business, but that's what you get if you take this theory to its logical conclusion. However, if a person believes their boss cares about them, and truly demonstrates that they care about them, THAT will make a successful business. That person will in turn care about their job and perform it more effectively, even if it isn't one of their strengths. Go back to that retailer that had underperforming stores and ask each employee if they think their boss cares about them, and do the same for the overperforming stores. The answers will be consistently "no" and "yes", respectively. Good relationships trumps all.

[@O1OO1O1]

You're talking about engagement. Engagement matters, and yes, attention from team leaders fosters it. But this isn't an either/or stuation. Strengths matter, too. If you went and analysed the data from of teams who say they get to use their strengths every day and asked questions to determine which teams genuinely knew their strengths and which were deluded, it's almost certain the teams who actually know their strengths would be massively more effective, providing that they had a good team leader. The real key, beyond whether your manager cares about you, is whether you have a manager suited to the role. I've known managers who cared about their staff, but were abusive. They weren't intentionally abusive--they just didn't have the right talents for the role of management, and so when they are put in a role where they need to manage a group of people, they don't do it well because their main tool is a spanner when what the role of manager called for was a screw driver. (Don't draw too deeply into that analogy.) If someone is suited to the role of manager, they'll care about their employees. It's a given. I know people who care deeply about people and would continue to in a management position, while they manage the company into the ground because they aren't suited to the role.

[@WmWord]

The tendency to relate Marcus' presentation to the modification of conditions in your comments, Mike and Bruce, are irrelevant. Marcus mentions what are the ideals in well LED companies and well LED teams. He even mentions results of inadequate leadership. Bruce, a good manager will frequently be a miserable leader. The terms CAN be mitially ezclusive.

[@ginamclaughlin1344]

i love the way you presented it.

[@yangfranky6688]

Excellent points.

[@VlademiroRocas]

Very inspirational!

[@elcesar999]

Mr buckingham, towards the end you mention that putting your strengths to work not necessary will make you happy, but it will make you achieve your goal, well I rather be happy, because when I am happy I work a lot better lol. anyways due all respect your the best, I just bought your book, Go put your strengths to work

[@O1OO1O1]

If you can combine high strengths engagement with high wellbeing, then you get _really_ good results.

[@nathaliecowong]

6:00 8:30

[@jesstatz8695]

So I need to find out from my team what they’re doing when they lose track of time and then just see how they can keep doing that and drown-out the mundaneness of the rest of the work.

[@cptsky47]

For the guy how wondered what TPW means. Trombone Player Wanted.

[@221385]

I like your content but the background music distracts from you message.

[@O1OO1O1]

Jason Reynolds I loved the music. High production values.

[@O1OO1O1]

+The Most Hated KZbinR What? You're attacking him, rather than addressing his points. That's a logical fallacy.

[@billiondollarpips]

you see, you see, well, well, now now, the the, he trying to come across as spontaneous by repeating words......

[@cathlinmillward7524]

Marcus is wonderful but this comment is very amusing!