Before you can start measuring performance, you'll need something to measure with 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 competencies. This does not mean “throwing the baby out with the bathwater” and abandoning proven approaches to job and person specifics. Rather, it is about integrating strengths into the definition of skills. According to Gallup Consulting, one strategy to maximize organizational results lies in the integration of strengths and skill development. While you will still need to define competencies (something that is proven to drive performance and can be developed; what people can do), you should more closely 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 stop once they reach the requirements defined in a traditional competency