The CliftonStrengths Coaching Blog is a resource for those who want to help others truly understand their strengths and learn how to use them. Gallup experts and outside contributors share tactics, insights, and strategies to help strengths coaches maximize the talent of individuals, teams, and organizations everywhere.
Gallup’s Called to Coach Recap: Michael Dauphinee (Aug. 9, 2013)
Last week’s guest coach was Michael Dauphinee, president of The Dauphinee Group, which provides
consulting, coaching, leadership development support, and human resources
support to individuals and companies worldwide.
You may also listen to an Audio Recording
of this event.
Dauphinee lost his first job at the age of 13 because his
manager said he talked too much. Thereafter, he thought he needed to position
himself in roles where he talked less -- until he took the Clifton
StrengthsFinder assessment and discovered his strengths.
When he initially received his top five strengths, Dauphinee
felt a sense of failure at the realization that he hadn’t been true to himself.
His strengths report said his habitual talking was actually a strength, and
that he should find a career doing something where he was able to talk more
frequently. He knew he could either deny it, or somehow step into his true
As a consultant with Hewlett Packard, Dauphinee frequently
traveled overseas – something he enjoyed, but after a while he began to notice a
void in his life that he needed to fill. He left his job at HP, because he felt
that he wasn’t making a difference in people’s lives – he came to the
realization that no one had become a better person because of what he was doing
there. This was Dauphinee’s call to coach.
Other highlights from last
week’s Called to Coach:
Communication Isn’t Information
Sent, It’s Information Received
When coaching managers, it’s important to help them realize
that not every employee communicates the same way. Some might require a detailed
plan, while others might prefer communication to come on the fly. Until managers
fully understand their employees’ individual strengths, they won’t be able to
properly and effectively communicate with them. This is how managers can engage
their employees, instead of just sending communication in their direction.
Retaking Clifton StrengthsFinder
Dauphinee often meets people who think they need to retake the
Clifton StrengthsFinder assessment. He says it’s imperative, however, that if
you choose to take Clifton StrengthsFinder a second time, you define why it is that
you are retaking the assessment. If it’s because you want a different label and
you aren’t satisfied with your current top five, don’t retake it. Instead,
figure out how to step into the roles of your innate talents instead of running
away from them.
Join us for the next free Called to Coach on
Thursday, Aug. 29, at 1 p.m. EDT with our guest, Paul Allen -- Gallup strengths
evangelist and co-founder of Ancestry.com.
For more information about Michael Dauphinee, find him on
Twitter @michaeldauph or visit his website at www.thedauphineegroup.com.
Dauphinee has explored the globe, from Afghanistan to Uruguay, helping others develop their strengths. Throughout his travels, he has worked with individuals, governments, and Fortune 500 companies to help them reach personal, professional, and organizational goals.
Dauphinee’s top five strengths: Communication | Command | Activator | Positivity | Relator.