Before you can start measuring performance, you will need something to measure against, because what gets measured gets done. If your organization uses competency frameworks, a good place to start will be to realign your competency frameworks to integrate strengths with skills. This does not mean “throwing the baby out with the bathwater” and abandoning tried-and-true approaches to specifying tasks and people. Rather, it is about integrating strengths into skill definitions. According to Gallup Consulting, a strategy to maximize organizational results lies in the integration of strengths and skills development. Although you will still need to define skills (something that is proven and can be developed; what people can do), you should more specifically identify what employees will do naturally, based on their strengths. A strengths-based approach is likely to encourage people to reach their full potential rather than stopping when they have achieved the requirements set out in a traditional skill