Leveraging strengths for better culture and efficiency

Setting up to succeed in service

Health & Beauty
Gain understanding of team dynamics and align roles to strengths then recruit to fill gaps.
Related Service
Individual Personality & Behaviour Questionnaire, Team Profiling in the Workplace Workshop, and Workforce Planning project.

The lowdown

In the health and beauty industry, keeping key team members is crucial for client retention and loyalty. These roles are not simple to fill, requiring a mixture of technical skills, refined soft skills, and top-notch customer service and communication. 

Salons can be busy and bustling but must present as calm and collected. Teams work together in close proximity. For this to be a success, the right mixture of people is crucial. Misaligned strengths and clashing personalities can have adverse effects on the customer experience and workplace culture.

This client asked us to help them ensure that they were using their people effectively. They wanted to ensure that strengths were aligned with roles, team dynamics were good, and that they hired effectively to fill any gaps that were identified.


By profiling the team and identifying natural working styles and tendencies, we were able to refine roles and responsibilities for greater success. This was done across individuals, teams, and the wider business. Uncovering opposing strengths meant conflicting personalities. These differences were seen as opportunities to share the load according to their talents, rather than being a detrimental obstacle to working together. 

The wider structure could then be redefined and recruitment reshaped to directly target capability gaps that the team agreed were missing. New team members were able to integrate easily and could hit the ground running where their skills were needed most. Recruiting budget was well spent. Internal capabilities were leveraged to improve operations and support management so they could re-allocate their own time to initiatives that were otherwise left unattended because they needed their specific attention. Organisational culture and efficiency were improved from the top to the bottom!

Did you know?

Gallup found that a strengths-based approach to culture could reduce turnover by as much as 72%.