This edition of Called to Coach kicks off a two-part series on leading effective strengths trainings. In this first episode, Dean Jones, the principal architect of Gallup's global client learning strategy, discusses what kind of content to cover in a group session. The first core area to focus on is the understanding that CliftonStrengths are rooted in a study of excellence – that weakness fixing might prevent failure, but doesn’t lead to excellence. Next, as session leader, you should define talent, strengths and themes properly, as well as how the CliftonStrengths assessment works.
Lastly, help people name, claim and aim their talents. Dean goes into detail on each of these points, highlighting the most effective strategies for helping people understand the depth of the concepts. On a November Called to Coach he will talk about delivery techniques for leading effective strengths trainings.
Here are Dean's Notes:
Called to Coach
Outline
Leading Effective Strengths Trainings
Part 1: Content
September 21, 2016
Strengths Coaches offer ask, “What makes a great,
effective strengths training?”
·
Coaches are often asked to deliver strengths
trainings
·
We don’t really cover trainings in the
Accelerated Course – really designed to equip coaches around one-on-one
coaching
Four core areas to cover:
·
Strengths is rooted in a study of excellence
o Understand
successes – “never so strong as when we have our successes clearly in mind”
(Don Clifton)
o Access
to excellence – to greatness – starts with understanding your own talent
o Talent
is innate
o Best
in a role deliver same outcomes using different behaviors
o Weakness-fixing
prevents failure, but doesn’t lead to excellence
o Non-talents
don’t develop into strengths, and strengths develop infinitely and
exponentially
·
Define Talent, Strengths, Theme
o Talent
– capacity for excellence, naturally recurring patterns, innate
o Strengths
– consistent, near-perfect performance (synonymous with results)
o Theme
– categorization of talent
o Strengths
Formula – Talent X Investment = Strength
·
CliftonStrengths assessment
o CliftonStrengths
is not a “typology” – but represents paths to excellence
o 34
themes
o Validation
as an instrument (how much time to spend “defending” the assessment)
·
Name, Claim & Aim Your Talents
o NAME
§ Understanding
your own talents and the talents of others, using language of CliftonStrengths
§ Getting
clear about the power and edge – the unique and powerful value of each talent
theme in your profile
§ Most
commonly recurring themes – global: Achiever, Responsibility, Learner, Relator,
Strategy
§ Teaching
the themes is one of the biggest challenges – often begins with breadth, then
proceeds to depth
§ Listen
intently – people tend to collapse themes
o CLAIM
§ Creating
awareness, appreciation and acceptance
§ Have
to stay in the “meta-conversation” listening for the development of awareness,
rather than trying to teach all the dimensions of the themes
§ Asking
questions that prompt levels of awareness – theme to experience, experience to
theme.
·
Theme I used recently
·
Theme that I like to use
·
Theme that others recognize me for
·
Themes that help me build relationships, get
things done, figure things out, etc.
o AIM
§ Choosing
to focus on your strengths
§ Applying
your talents to reach goals and outcomes
§ Thinking
about your mission – and how your talents and strengths can help you fulfill
your mission
§ Intentionally
thinking about how to develop your talents into strengths by adding knowledge,
skills (practice), experiences, relationships, structures, etc.
·
Weaknesses
o Anything
that gets in the way of your success
o Building
self-awareness – shifting away from being protective and defensive about areas
of weakness and non-talent
o Creates
appreciation for the talents and strengths of others
o Begins
the process of full self-expression and self-regulation
Other areas:
·
Five clues to talent
·
Strengths domains
·
Theme dynamics
o Individual
o Interpersonal
(Complementary partnerships)
·
Theme awareness
o Formerly
balconies and basements, raw and mature
·
Sharing talents and strengths with others
·
Team blend of strengths
Next time: Part 2: Leading Trainings
To hear more about coaching strengths for organizations, individuals and coaches, please watch the full video or listen to the audio above.
Visit Gallup Strengths Center to browse our myriad of products and learning opportunities for strengths-based development.
Dean Jones is the principal architect of Gallup's global client learning strategy. Dean consults with clients on strategic solutions to address key business issues, including organizational development, performance management, learning and development, productivity and workforce effectiveness. he oversees the direction of Gallup's client learning offerings, the development of the organization's learning consultants, and the growth of Gallup's learning business worldwide, including its public course offerings and learning products.
Dean Jones's top five strengths are Activator, Focus, WOO, Strategic and Relator.
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