Strengths-Based Leadership

Identifies and leverages individual strengths to enhance leadership effectiveness and team success.

Leadership Effectiveness Survey

Leadership assessment is a structured evaluation of an individual’s leadership capabilities using 75 paired questions across five key domains—Leading Self, Leading Others, Leading Teams, Leading Results, and Leading Community. These domains are further divided into 25 sub-domains, each with 2 core qualities, resulting in a comprehensive assessment of 50 leadership qualities.

Leading Self
Leading Others
Leading Team
Leading Results
Leading Community

Leading Others

The Leading Self domain focuses on understanding one’s own thoughts, behaviors, and motivations. It includes awareness across dimensions: intellectual vs. practical thinking, extroverted vs. introverted communication, rationality vs. emotional influence, authenticity through honesty vs. purpose, and self-awareness through very-high vs blind spot.

Thinking

Thinking in the context of leadership assessment refers to a leaders approach to processing information and making decisions, balancing between intellectual and practical orientations.

Qualities

Intellectual | Practical

Speaking

Speaking in leadership refers to a leaders preferred style of communication and engagement with others, ranging from extroverted to introverted approaches.

Qualities

Introversion | Extroversion

Logic

Logic in leadership describes a leaders approach to decision-making and problem-solving, balancing between rational analysis and emotional intuition.

Qualities

Rational Driven | Emotions

Authenticity

Authenticity in leadership reflects a leaders way of expressing their true self and values, ranging from honest openness to purposeful adaptability.

Qualities

Honest | Purposeful

Self-Awareness

Self-Awareness in leadership represents a leaders understanding of their own strengths, weaknesses, and behaviors, existing on a spectrum from high self-awareness to blind spots.

Qualities

Very High | Blind Spot

Key Components

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Leading Others

The Leading Others domain emphasizes building relationships and fostering trust, collaboration, and feedback. Key dimensions include forming deep connections or networking widely, engaging with everyone or a select few, focusing on individuals or tasks, delivering feedback constructively or critically, and building trust easily or over time.

Relate

Relate in leadership describes a leaders approach to building relationships, spanning from forming deep connections to broad networking.

Qualities

Networker | Deep Connection

Developing

Developing in leadership refers to a leaders approach to nurturing talent and potential in others, ranging from focusing on everyone’s growth to prioritizing a select few.

Qualities

Everyone | Few Best

Caring

Caring in leadership reflects a leaders focus on either nurturing individuals or prioritizing task outcomes.

Qualities

Person | Task

Feedback

Feedback in leadership pertains to a leaders style of offering guidance and critique, ranging from constructive to critical approaches.

Qualities

Critical | Constructive

Trusting

Trusting in leadership describes a leaders approach to building trust with others, characterized by a spectrum from easy trust to cautious trust.

Qualities

Takes Time | Easily

Key Components

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Leading Team

The Leading Team domain focuses on team cohesion, conflict navigation, and aligning personal and collective goals. Key dimensions include collaborating or working independently, addressing conflict directly or through harmony, leading from the front or behind, prioritizing others’ interests or self-interest, and focusing on team goals versus personal achievements.

Orientation

Orientation in leadership refers to a leaders approach to collaboration and teamwork, ranging from a collaborative mindset to a more independent, self-reliant perspective.

Qualities

Lone Ranger | Collaborator

Conflict Resolution

Conflict Resolution in leadership describes a leaders approach to managing and addressing conflicts within a team or organization, characterized by a spectrum from direct confrontation to a more harmonious, thoughtful approach.

Qualities

Heads On | Harmonious

Leading

Leading in leadership refers to a leaders preferred style of guiding and influencing others, characterized by a spectrum from leading from the front to leading from the back

Qualities

From Back | From Front

Interests

Interests in leadership reflect a leaders orientation towards prioritizing the success of others versus their own personal goals.

Qualities

Other’s Interest | Self Interest

Personalisation

Personalisation in leadership refers to a leaders approach to interacting with individuals, characterized by a spectrum from consistency in behavior to individualized engagement.

Qualities

Individualisation | Consistent

Key Components

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Leading Results

The Leading Results domain focuses on driving outcomes through ownership, innovation, and adaptability toward organizational goals. Key dimensions include ownership vs. delegation, disruptive vs. incremental solutions, transformational vs. transactional change, rigid vs. fluid structures, and focus on external vs. internal benchmarks.

Ownership

Ownership in leadership describes a leaders approach to responsibility and accountability for tasks and outcomes, ranging from taking personal responsibility to delegating effectively.

Qualities

Highest Ownership | Easy Delegation

Solution

Solution in leadership refers to a leaders approach to problem-solving and innovation, characterized by a spectrum from disruptive change to incremental improvement.

Qualities

Incremental | Disruptor

Change

Change in leadership refers to a leaders attitude and approach toward organizational and personal transformations, characterized by a spectrum from transformational change to transactional change.

Qualities

Transformational | Transactional

Structure

Structure in leadership describes a leaders preference for order and organization in their approach to work and decision-making, characterized by a spectrum from rigidity to fluidity.

Qualities

Fluid | Rigid

Achievement

Achievement in leadership refers to a leaders focus on success and performance metrics, characterized by a spectrum from external benchmarks to internal benchmarks.

Qualities

Internal Benchmarks | External Benchmarks

Key Components

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Leading Community

The Leading Community domain emphasizes a leader’s role in fostering a positive, connected, and socially responsible environment beyond the organization. Key dimensions include a connected vs. disjointed worldview, positive vs. cautious outlook, giving vs. taking in interactions, high vs. minimal community focus, and an altruistic vs. self-care approach to social concerns.

World View

World View in leadership reflects a leaders perspective on the interconnectedness of individuals and their actions within the broader context of society, characterized by a spectrum from connectedness to disjointedness.

Qualities

Disjointed | Connected

Outlook

Outlook in leadership refers to a leaders general attitude and perspective toward life and situations, characterized by a spectrum from positivity to caution.

Qualities

Positive | Highly Careful

Transactions

Transactions in leadership describe a leaders approach to interpersonal interactions and exchanges, characterized by a spectrum from being a giver to being a taker.

Qualities

Giver | Taker

Community Thinking

Community Thinking in leadership refers to a leaders consideration of the broader societal implications of their decisions and actions, characterized by a spectrum from high community awareness to a non-existent focus on community impact.

Qualities

High | Low

Social Concern in leadership refers to a leaders prioritization of societal well-being in their decision-making, characterized by a spectrum from altruism to self-care.

Qualities

Self Care | Altruistic

Key Components

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Leadership Report

This report provides an in-depth analysis of leadership capabilities across five essential domains: Leading Self, Leading Others, Leading Team, Leading Results, and Leading Community. Each domain offers insights into the strengths and areas for growth that define effective leadership, fostering a well-rounded approach to personal and organizational impact.

3 Level reporting

Introduction

Brief overview of what the Leadership Detail Report is, including its purpose.

Emphasize confidentiality and organizational value.

State that the report evaluates leadership across five essential domains: eading Self, Leading Others, Leading Team, Leading Results, Leading Community.

Leadership Domains And Sub-Domain Explained

five key domains—Leading Self, Leading Others, Leading Teams, Leading Results, and Leading Community. These domains are further divided into 25 sub-domains, each with 2 core qualities, resulting in a comprehensive assessment of 50 leadership qualities.

For example:

Domain

Leading Self: The Leading Self domain focuses on cultivating a deep understanding of own thoughts, behaviors, and motivations.

Sub-Domains

Thinking: Thinking in the context of leadership assessment refers to a leaders approach to processing information and making decisions, balancing between intellectual and practical orientations.

Leadership Summary & Scores

Display how the user’s scores are broken down by domain and sub-domain.

Visual representations for easy comprehension.

Emphasize areas of strength and areas for development.

Strengths and Development Highlight

Strengths:

Dedicated section to highlight key strengths (e.g., Action-Oriented, Influential Speaker).

Tips for leveraging these strengths in the workplace.

Development:

Showcase personalized development tips:

Embracing feedback

Balancing action with reflection.

Data Details Break-Down insights

As data is divided into 5 key DOMAINS:

Leading Self (sample Score: 75 ), Leading Others (sample Score: 64), Leading Team (sample Score: 90), Leading Results (sample Score: 70), Leading Community (sample Score: 55)

For example, each domain (e.g., “Leading Self”) seems to have a total score (75), likely the sum of individual sub-domain (Thinking, Logic, Speaking etc) scores and individual sub-domain scores calculated by summing up all qualities (Thinking constitute intellectual, practical as qualities scores in this section.

Detail Explained Report

Qualities Score

Self Snapshot

Key Takeaway

Development Tips

Leadership Development Program

The Leadership Development Program is designed to help you reflect on and enhance the diverse skills and attributes essential for effective leadership. Recognizing that mastering leadership is a lifelong journey, this program provides a structured pathway for continuous improvement, empowering you to build on your strengths and address areas for development throughout your leadership journey.

The Approach to Leadership Development Intervention

IDENTIFY CRITICAL ROLE, SUCCESS PROFILE AND COMPETENCY FRAMEWORK

01 Organization context
and leadership diagnostics

Interaction with key leadership representatives to understand and appreciate organization’s strategy, vision and cultural themes.

02 Identify critical roles

Understand the behavioral abilities contributing to organizations success and identify critical roles.

03 Identify the success profile
of Critical Role

Identify the knowledge, experience, competencies, and personal attributes required for job success.
Design “Success Profile”

04 Identify competence required
for each of those role

Cluster emerging themes into competency clusters.
Map criticality and expected proficiency level

ASSESSMENT AND DEVELOPMENT OF CRITICAL ROLE HOLDERS

05 Assessment, Gap Analysis
and Role Fitment

Individual Leadership Circle Assessment
Review the report. Understand the gap with critical role and fitness to the role.

06 Feedback Session

1 : 1 feedback and help individual to uncovering development areas and how it impact the experience at overall level.

07 Debriefs (Workshop)

Understand how to improve and create an impact. Leading Self, Leading Others & Leading Business.

08 Development Journey

Individual coaching journey. Help individual to implement the learning real time.

Unlock Your Team's Full Potential with Strengths-Based Development

Testimonials

What our customers love about us

I'm thrilled to be part of this conclave.Happiness is so much more needed whether it is in our lives or in the corporate world. I'm so happy that HappyPlus is organizing this conclave today and putting focus on happiness and how it would enhance the engagement levels at the workplace and also the productivity.
Clearly all these are interlinked. Happiness, you know, when people at the workplace are happier, their engagement would go up and also, you know, their productivity levels also would go up. This is where consciously putting focus on happiness is what is needed.

Happy Plus is essential in our society for two key reasons. First, at the end of life, everyone aspires to be happy, yet many struggle to understand the process of achieving it. This is especially critical in the corporate world, where employees earn money but often experience high stress and mental health challenges. Instead of corporate careers leading to burnout, they should foster greater happiness. Happy Plus, through extensive research and meaningful engagement, is driving positive change across organizations, not just in India but globally. This makes the Happy Plus approach more relevant than ever.

HappyPlus stood out to me because of its unique approach to understanding employee sentiments. Instead of a traditional diagnostic check, we opted for a prognostic one, focusing on future well-being. During COVID, I discovered HappyPlus and realized the impact they create by emphasizing individual happiness as the foundation of workplace engagement. Their philosophy extends beyond HR—every manager is responsible for fostering a happy and productive workplace. When employees are happy, they contribute to a positive work environment where people genuinely look forward to coming to work.

Our Being

Accelerate Business Growth. Create Sustainable, Healthy, and Happy Workplace

Our purpose is to create happier workplaces by impacting millions of employees through awareness and empowerment. We are on a transformative journey, reshaping the perception of happiness in the workplace and life, and translating it into a tangible reality for individuals and organizations.

Why HWA

Honor your relentless work towards employee happiness and experience through meaningful recognition.

Witness the power of wellbeing as you illuminate others and become the guiding force with your transformative stories.

Aspire and achieve a harmonious eco-system where happy employees and customers coexist and flourish.

Our Priority

At the core of our mission lies a deep commitment to honor and applaud your resolute dedication in creating a workplace where happiness and wellbeing thrive.

We are here to recognize and celebrate your unwavering efforts in fostering a forward-thinking culture that embraces the holistic approach of happiness, wellbeing, and business performance.

For Nominations

For any query get in touch with us.

Balaji Panda

+91 9892367265
balaji@happyplus.in

For Partnership & Alliances

Shyamasree Chakrabarty

shyamasree@happyplus.in

Website

www.happyplus.in

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