The Digital Transformation Team at the University of Westminster faced familiar challenges: siloed working, communication barriers, and untapped potential. They turned to Strengthify for a fresh approach, using strengths-based techniques to break down barriers, foster trust, and align tasks with individual talents.
The result? A transformative journey that boosted collaboration, productivity, engagement, and wellbeing.
Explore their story and see how a strengths-based approach can revolutionise the way your team works.
Before adopting a strengths-based approach, the University of Westminster’s Digital Transformation Team faced numerous obstacles that hindered their potential. Team members operated in silos with minimal collaboration or understanding of one another’s strengths. Without a shared framework, communication breakdowns were common, resulting in inefficiencies and frustration.
Morale suffered as team members often focused on areas of weakness or gaps rather than leveraging what they did best. Managers struggled to align individuals’ unique talents with team goals, leading to missed opportunities for innovation and engagement.
Key Challenges:
“We didn’t really have an approach to how we worked together… we focused more on the negatives.” - Rosey Murdie, Head of Digital Transformation, University of Westminster
Recognising the need for a positive and structured approach, the team turned to Strengthify. A strengths-based framework offered a way to focus on individuals’ unique talents while fostering collaboration and trust. By identifying what team members naturally excel at, Strengthify’s approach empowered them to work more effectively together.
The implementation began with key members attending discovery workshops, gaining a foundational understanding of the approach and its value for individuals and teams. Managers joined the Management Development Programme and attended the training session, which is part of the programme, gaining tools to nurture strengths-based teamwork. The wider team then took part in a Discovery Workshop, using the CliftonStrengthsⓇ assessment to uncover their unique profiles. These workshops not only helped individuals appreciate their own strengths and those of others, paving the way for open, strengths-focused conversations.
Embedding this approach into daily operations became a priority, with regular discussions, inclusion in project kick-offs, and retrospectives focused on leveraging strengths. The result was a structured yet adaptable process that aligned team goals with individual potential.
Implementation Process:
“The journey was incremental, with discovery workshops and development programmes giving us tools to apply strengths practically.” - Andy Ritter, Head of PMO (Digital Transformation), University of Westminster
Watch their inspiring journey from challenges to transformation and discover how they’re shaping a strengths-powered future
The transformation was striking. Team members began to trust one another, fostering an environment of openness and collaboration. Communication improved, with strengths becoming a shared language that bridged gaps and aligned efforts. Tasks were distributed more effectively, reducing wasted time and boosting productivity.
Even quieter team members gained the confidence to contribute, enriching discussions with fresh perspectives. An unexpected but welcome outcome was the improvement in wellbeing. Team members reported feeling more energised and positive, with a renewed sense of purpose in their work.
Key Outcomes:
Strengthify’s Management Development Programme provided tools and techniques that empowered managers to lead more effectively. The introduction of the "team grid" has helped managers assign tasks more strategically, fostering accountability and alignment. One manager reflected, “I now approach team dynamics with a clear understanding of individual strengths, which has transformed how we work together.”
The approach has also aligned team efforts with the university’s strategic objectives. By leveraging strengths during project kickoffs, the team has achieved stronger alignment and greater efficiency from the outset, contributing directly to organisational success.
A focus on strengths has improved the team’s resilience, helping them navigate challenges with confidence. One notable example was during a high-pressure system migration, where the team’s ability to lean on each other’s unique skills made a significant difference. “We’ve become more adaptable and better equipped to handle challenges together,” shared a team member.
By celebrating individual differences, the strengths-based approach has also fostered a culture of inclusion. Team members from diverse roles and backgrounds now feel more valued and empowered to contribute. As one participant noted, “Recognising our unique strengths has helped create an inclusive and respectful environment.”
The University of Westminster’s Digital Transformation Team has demonstrated the profound impact of adopting a strengths-based approach. By aligning individual strengths with organisational goals, the team has set a new standard for effective and resilient teamwork.
The team is committed to sustaining the progress and expanding the approach across other departments, fostering a strengths-driven culture across the university.
“I hope strengths become integral not just to work, but to how people see themselves and their potential.” - Rosey Murdie, Head of Digital Transformation, University of Westminster
If you are interested in finding out more get in touch or want to start your strengths journey register for one of our workshops.