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Wednesday, April 27, 2016

[Recap] Transforming Employee Teams at the University of Kansas Through Strengths - Gallup Called to Coach: Cheryl Pace - S4E9

On a recent Called to Coach, we spoke with Gallup-Certified Strengths Coach, Cheryl Pace.

Cheryl explained that the University of Kansas wanted to change its culture. More specifically, it wanted to focus on engaging its employees in a more meaningful way, Cherly called it, "...the Jayhawk way." The goal of this cultural shift was to give KU employees a common language and tool set for managing difficult conversations and speaking about their career development. In embracing this new culture, Cheryl and her colleagues took Clifton StrengthsFinder. Cheryl was immediately drawn to the authenticity of the assessment and the science behind it. She explained, "I've taken a lot of assessments and this one really stuck out." Cheryl recognized that strengths were the perfect vehicle for increasing employee engagement and tool for transitioning KU's culture. She also knew that she had to become a strengths coach at the university. Cheryl became a Gallup-Certified Strengths Coach in May of 2015. Since then, she has  coached individuals and teams at the University of Kansas.
To hear more about strengths coaching in a university setting, please watch the video or listen to the audio above. 

Visit Gallup Strengths Center to browse our myriad of products and learning opportunities for strengths-based development.

Visit the CliftonStrengths Summit to register for our groundbreaking Summit on all things Strengths from July 18-20, 2016.

Continue the coaching conversation on Facebook and Twitter. It’s a great way to network with others who share a passion for strengths!

Register for future webcasts.

After working in the biology field for 10 years, Cheryl Pace changed careers, received her Master in Library and Information Science degree and began working at the University of Kansas Medical Center. During her 27 ½ years there, she has held a variety of positions from Clinical Librarian to Director of Identity Management. Each of her positions has provided her the opportunity to learn a wide range of processes used at the Medical Center and to understand how they relate to and affect each other. In her current role as Director of the Organizational Improvement Office (OIO) she works with leadership to develop a culture of continuous improvement and performance excellence. Her key areas of focus include process improvement initiatives and department strategic planning.

Paul's Top 5 Strengths are: Relator, Learner, Consistency, Intellection and Responsibility.

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