According to Gallup’s research, there’s a 15% greater likelihood that direct reports will be thriving in wellbeing when their manager is thriving in their own wellbeing. This is why we believe that great principals are the real difference-makers in the school setting. Like other leaders, they are essential to building engaged, thriving schools.
Those with thriving career wellbeing have a deep purpose in life and a plan to attain their goals. In most cases, they have a leader or manager who makes them enthusiastic about the future and friends who share their passion, reaffirming the importance of quality leaders.
When leaders invest in employees’ engagement, they are likely to influence institutional growth in the process.
So, how do you create thriving, engaged teachers? It really does start with education leaders, and leaders should start with strengths.
CliftonStrengths is not the why; it is the how. The why is thriving wellbeing and engagement, represented by everything else on this page: higher performance, better work, higher engagement, improved retention, etc.
Implementing a strengths-based approach will help to realistically achieve those outcomes and create a thriving, engaged campus or school. That’s your how.
For actionable steps and a framework to help your school’s leaders, faculty, administrators and students use a strengths-based approach, download this free guide.
Engagement and wellbeing are highly reciprocal, each influencing the future state of the other. And when studied in combination, high wellbeing enhances engagement, hoisting employee performance to levels not found through engagement alone.
High levels of engagement among educators could mean:
lower turnover rates
lower absenteeism
higher productivityLeaders, do you believe your employees would be able to confidently agree with the following items? And if you’re an educator, do you confidently agree with the following items?
I have the materials and equipment I need to do my work right.
In the last seven days, I have received recognition or praise for doing good work.
At work, my opinions seem to count.
These are just three of 12 vital statements that help identify an employee’s engagement level. And within the education industry, these three serve as a great place to start. Make sure each educator (K-12 or higher education) has the proper materials to do their job, receives recognition for the work they do, and can voice their ideas and opinions in a setting where they are considered valuable.
Increased engagement, combined with higher wellbeing, leads to a happier, healthier educator.
