C. A. has been working extensively with teams at Accenture to cultivate and foster their knowledge about their own strengths and their team members strengths. He begins by helping them understand their top 5 strengths individually. Then, they discuss how these strengths are categorized into dominant, supporting and lesser themes. C. A. also explains how strengths fall into four domains: relationship-building, strategic thinking, influencing and executing. These conversations usually lead Accenture employees to their own Aha! moments on how strengths work for them. They "name" and "claim" their strengths. After introducing strengths to his colleagues, many of them are having conversations that link a strengths-based culture to positive business outcomes.
C. A. also works with individuals outside of Accenture on their strengths. For instance, C. A. intervened at a small start-up company with two CEOs. These CEOs were constantly disagreeing, so C.A. had them take the Clifton StrengthsFinder assessment. After finding out their strengths, internalizing them and understanding them, the CEOs were able to work together in a cohesive manner. They finally understood how to use their strengths collaboratively and to amplify one another's productivity.
C. A. has many tools that he uses to instill the importance and understanding of strengths in others. First, he believes the Clifton StrengthsFinder report is the most useful tool because it provides a person with immediate insight into their strengths. He also likes to categorize strengths into the four domains for people, while not allowing them to get lost in the broader definitions of domains. Finally, he challenges people to name a personal goal and a professional objective. Then, he asks them to outline how their strengths will help them accomplish those goals.
To hear more about C. A. and his coaching experiences and expertise, watch the video above.