Just reaching out to anyone who might have experience of using or working in an organisation that has used Strengths to be the key driver of culture, or even as part of their approach.  My CFO (reporting line for People Directorate) is very keen on this being the key aspect of our culture change programme, but although I buy into the idea of encouraging individuals to develop and play to their strengths, from an HR side I am struggling to see how this will work in practice as the overarching approach. I have asked him if he has any experience of working for, or with, companies using this well, and he hasn't. I would be really keen to speak to anyone who might be able to give me some 'real life' examples, good or bad, if there is anyone out there!

Thanks so much