Gallup’s Institute research demonstrates that in teams whose work is based on talents and strengths all possible indexes are flying. Such teams also achieve higher engagement indicators than traditionally managed teams, which contributes to: 

  • 21% higher productivity (we are a well-knit team, and our collaboration brings results) 
  • 37% lower absenteeism (we like our work because we can d what we are good at) 
  • 10% higher engagement of clients (clients like to work with us because we like our work) 
  • 65% lower employee rotation (my talents are noticed at work; I feel engaged and am not motivated to look for a new job

(Based on Gallup Q12 study – https://www.gallup.com/access/323333/q12-employee-engagement-survey.aspx )

We have prepared a manual with development guidelines, practical exercises and a list of questions that a manager or team leader should ask himself/herself when building a team based on strengths. 

The manager’s checklist can be downloaded after filling up the form 

    Name (required)

    Profession (required)

    Company (required)

    Email address (required)

    I acknowledge that I have read the Information Clause[link do klauzuli informacyjnej RODO]

    [checkbox* dane2 "I agree to receive trade information from PGS Pracownia Gier Szkoleniowych sp. z o.o by electronic means (e-mail), in accordance with art. 10 part 2 of the Act of 18 July 2002 on the Provision of Electronic Services (consolidated text: Dz. U. [Journal of Laws] of 2013, item 1422). ”). I have the right to withdraw my consent."]