Strengths development interventions can significantly and favorably improve employee engagement. In order to build a strengths-based organization, human resources departments must recruit sensibly using the required talent as a base criterion and studying the talent exhibited by the best performers in the field. Performance must be measured not by competencies but by impact on business, customers and employees. Training time should be invested in educating employees on identifying and building strengths. Career paths and ladders should be carved with strengths as the foundation and benchmarked against superlative performance.