Strengths Coaching Blog

Thursday, June 26, 2014

Called to Coach Recap: Margret Trilli
(June 20, 2014)

On the last Called to Coach we hosted Gallup-Certified Strengths Coach Margret Trilli. Drawing on her international career in investment management, corporate strategy, and executive leadership, Margret advises families on finance and investment topics, business management, and growth strategies.



Margret began to focus intently on strengths-based development in 2006 as part of a pilot program with senior leaders in a large organization. Eager to begin, she jumped ahead of the company-wide launch of Clifton StrengthsFinder and purchased StrengthsFinder 2.0 for her team. She quickly found that it fast-tracked her ability to manage effectively by knowing the innate individual talents of her team members.

Monday, June 23, 2014

Identify, Partner, and Develop to Create Campus Well-Being

Foreword:

The University of Minnesota is one of Gallup’s best partners and a true example of an organization making a strategic impact on hope, engagement, and well-being through a strengths lens. More than 30,000 faculty, staff, and students have used their strengths to impact these life-changing outcomes. But this has been a process and not simply a switch that was flipped on one day. Dr. Shane Lopez, Dr. Tim Hodges, Katie Lyon, and I have worked with campus leaders to create the right strategy, the right steps, and the right measurements to create true cultural change. I asked Grant Anderson from the University of Minnesota to share the story of how a well-being outcome was implemented within Residence Life. 


Tom Matson, Senior Director of Executive Leadership, Gallup Education Practice
 

By Grant Anderson, Assistant Director of Residential Life and Student Development, University of Minnesota

Housing & Residential Life at the University of Minnesota launched a program centered on Gallup’s Wellbeing: The Five Essential Elements in the fall of 2013 for 7,000 students. The journey toward our decision to create this educational curriculum and how it is being implemented today resulted in life lessons for all involved. We invite you to learn along with us.

Sometimes big ideas start in the smallest of places. In this case, the University of Minnesota well-being curriculum can trace its roots to playful banter between friends on Facebook. One friend was celebrating a successful strengths retreat at their institution and another friend, me, playfully mocked that retreat due to my complete lack of awareness about strengths or the benefits strengths can have on engagement and well-being. My friend pushed back on my mocking comments, and I started to think she might be onto something -- and that I might have been in the dark for way too long.

Friday, June 20, 2014

Recap: The Great Manager With Jeannie Ruhlman
(June 17, 2014)

The Great Manager webcast series compiles information and experiences from years of teaching managers how to be their best. Last week we sat down with Jeannie Ruhlman, Gallup Senior Analyst and Senior Consultant.



Only about one in 10 people have the innate talents to become great managers. These people are naturally proactive in developing people and helping them become better at what they do. Great managers never look at their employees as finished products; they continually work to make them more successful in all aspects of their roles. They work to harvest the best potential in their people, while recognizing individuals who are doing great things. 

Thursday, June 19, 2014

Recap -- Theme Thursday: Individualization

(June 12, 2014)

On the last Theme Thursday, we met with Gallup’s Program Manager of Professional Development, Kristin Gregory, to discuss how people use the Individualization theme in their everyday lives. Kristin’s top five strengths are Woo, Empathy, Individualization, Activator, and Strategic.




People with strong Individualization talents notice and appreciate the unique characteristics of each person and can customize their approach accordingly. Like a casting director, they use their intelligence about people to position them to do what they do best. This creates a type of team synergy that leads to a more enjoyable experience and increased effectiveness.

Friday, June 13, 2014

Strengths Coaching -- What’s in it For Me?

By Heather Wright, Learning and Development Senior Consultant, Gallup

Pinch me. As a Strengths Coach, there are days when I feel like the luckiest woman in the world. Strengths coaching feeds my Maximizer. I love the fact that my purpose in coaching people is to focus on where they are strong and to help them think about leveraging that to be even better. I get excited when I am consulting with someone and I make an observation about how I hear their talent coming through in our conversation and they respond, “I never thought of it that way!” 

My favorite aspect of strengths coaching is helping people recognize the value their talent has -- not only for their success, but for others around them. Often when an innate talent is discussed, a person feels a little “aw shucks” about their gift. They assume that everyone processes information the way they do, or builds relationships as easily as they do, or recognizes the purpose in the work they do and how it connects to a bigger mission or purpose. I love highlighting for a person the ways they can not only aim their talent at a task, a process, or a relationship for their own success and improvement, but that they can also fan the flame of that talent to the people around them, making it easier for their team, their friends, or their family to benefit from the value of their talent.

Wednesday, June 11, 2014

Called to Coach Recap: Lisa Peterson
(June 6, 2014)

Last week on Called to Coach we hosted Gallup Senior Practice Expert Lisa Peterson. Lisa has more than 30 years of experience as a consultant, coach, and human resources executive. Her wealth of expertise includes human capital strategy, organizational development, talent management, human resources management, and executive coaching.



Lisa was introduced to strengths during her career at Stryker. While there, she primarily used strengths for the early identification of individuals’ talents in order to produce and develop exceptional teams. Knowing individuals’ talents also gave managers a great resource to maximize the performance of their respective teams.

Wednesday, June 4, 2014

Recap: The Great Manager With Charlie Colón
(May 27, 2014)

The Great Manager webcast series compiles information and experiences from years of teaching managers how to be their best. This week, we talked with Gallup Senior Channel Manager Charlie Colón about how he uses Gallup’s employee engagement tool, the Q12, to help managers and leaders increase the quality and output of their teams.





Charlie notes that great managers are also great developers. Instead of only looking at their next move, great managers anticipate the future needs of their team or organization, and they align their team’s talent with those future needs. By placing talent where it thrives, managers will get the most out of their employees, while allowing them to do what they love.