Exploring the Phenomena of Applied Strengths-Based Leadership and the Five Exemplary Leadership Practices to Amplify Employee Engagement Within Social Services

Abstract

Public sectors throughout the world encompass leaders in social services working with teams to accomplish organizational goals abiding by limited funding, positions, and experiences. Effective leadership practices and styles are essential to engage and retain public sector employees in social services. Research has gained more momentum focused on talents and engaging employees with studies that show strong and respectful working relationships, dynamic teams, and a greater retainment of talent and skills. This study was based on the theoretical framework centered on strengths-based organizational management (SBOM) theory and the five practices of exemplary leadership, which have an abundance of research dating back to the early 1900s. The strengths-based theory is defined as consistently demonstrating near-perfect performance in a given task or activity (Burkus, 2010). Organizations leading teams based on SBOM theory support employees’ development of their raw talents and minimize the negative impacts of weaknesses. The purpose of this qualitative study was to ascertain the phenomena of leaders in social services applying a strengths-based approach that aligns the five practices of exemplary leadership to enrich employee engagement. Buckingham and Clifton (2001) firmly believed every individual on this earth has skills that may be lost deep inside, waiting to blossom and be uncovered (Rath, 2007). From the lived experiences and phenomena of those studied, the researcher hopes to contribute greater insight and knowledge of using an individual’s talents that may not have been acknowledged or developed into extraordinary strengths. Through the lived experiences of social service leaders applying a strengths-based approach, the researcher sought to identify systems of aligning the five practices of exemplary leadership to enriched employee engagement. SBOM theory does not ignore weaknesses, but puts the focus on the talents and stresses collaboration with other team members for use of their talents for a well-balanced operational team.