Activate frequently receives questions regarding whether or not Strengths-Based development efforts would be appropriate (and impactful!) for a specific industry, business model, or organization.

If Strengths Finder can be applied to adults in every industry and field of work, is it possible to apply the principles and benefits of Strengths to students?

Every person has Strengths or talents that should be put to use in all aspects of life. There are numerous ways to develop these Strengths, especially when working on teams.

The benefits of managerial practices are touted throughout business and industry. In fact, the development of management and leadership has become a billion dollar movement in and of itself.

Every organization is looking for ways to improve and to rise above the competition.

Activate Human Capital Group is passionate about developing natural talents and aptitudes into Strengths and helping people put those abilities to work in all aspects of life.

Engagement can be thought of as a barometer. A measurement predicted by two key factors: 1. Alignment between individual talents and the demands of the role. 2. How well the basic needs of the workplace are being met.

Is engagement a personality trait? Are “positive” people always engaged and cynical people always disengaged?

Doing more with less is the norm in most organizations. We’re asking a lot of our employees, our managers, and our leaders.

Employee Engagement Workshops can be ideal for: Industry conferences and learning events, Leadership groups such as Vistage, EO, and YPO, Company-specific events for managers, leaders, and high potentials.

There is no question that employee engagement is a large issue. Over half of the nation’s employees are looking for the next opportunity somewhere else.

Effective communication in the workplace can make the difference between smooth sailing on the high seas and jumping ship when you hit an iceberg.

Good leaders identify strengths, develop them, and place employees where those strengths can be used fully.

While satisfaction surveys can be a good tool for an organization, understanding the difference between a satisfaction survey and an employee engagement survey can really help to set your organization apart.

Engagement in the workplace is often thought of as a top-down approach. Motivating employees to become more engaged in their roles and with the company is the goal.

Think about this truism: employees join companies and leave managers. Have you ever joined a great company, excited about growth opportunities, benefits, and/or perks of the job only to find yourself looking for a new job soon after?

Activate Human Capital Group would like to announce the next evolution of a successful trio: Melissa Ortiz, Emily Killham, and Jennifer Simpson.

A recent study by Bersin & Associates estimates that $720 million is spent by organizations each year to improve employee engagement.

A fourA four-step management training program that begins and ends with measuring employee engagement and includes tactical steps to help participants better manage and lead their teams.

Texas A&M University's professor Paul S. Busch and Scott W. Davis recently published an article for the Marketing Education Review titled, "Inside Out Personal Branding (IOPB): Using Gallup Clifton StrengthsFinder 2.0 and 360Reach".