Strengths Coaching Blog

Sunday, May 29, 2016

[GWSW] Harmony: Getting Along with People and Getting Things Done

The particular brilliance of the Harmony theme is its natural practicality and preference for emotional balance. By reducing friction, people especially talented in the Harmony theme can enhance collaboration. They avert many contentious interactions before they start and quickly help others find a resolution. People with Harmony promote collaboration by managing conflict and maintaining practicality. Simply put, they get along with people, so they can get things done. Although Harmony falls into the Relationship Building domain, it often has a strong performance orientation. Those with Harmony sometimes fight an inner battle where they want to get along with everyone, but they want to get things done without creating any conflict.

Please register for our Harmony Webcast on Thursday, June 2, 2016 at 12:00 p.m. EST. Download the Theme Thursday Companion Guide on Harmony here to follow along with the show!






Friday, May 27, 2016

When Strengths Coaching Gets Personal


By Vanessa Camilleri

There often comes a moment in a strengths coaching session when the person on the other end of the line says something like, “Now that you mention it, I can see how my Activator must really frustrate my husband who is the ultimate procrastinator.” Or, “How am I going to manage being a new mom with Adaptability No. 34?!”

Bingo! We’ve just helped a client cross the line from thinking of strengths as a 9-to-5 phenomenon to a truly 24/7 one. It is in these moments that true integration of strengths begins. As a person acknowledges the presence of their strengths in every aspect of their lives, they will truly begin to own their strengths and make the most of the strengths they embody. 
 

Thursday, May 26, 2016

[Recap] Rolling Out Strengths in a Manufacturing Company

On a recent Called to Coach, we spoke with Strengths Coach, Tony Aitken.







Tony Aitken’s manufacturing business, Synlait Milk Ltd, has had huge amounts of growth over the past five years. As the Organisation Development Manager, Tony has sought out the help of Gallup and CliftonStrengths to help his company flourish during this time of hyper-growth.

Anne Lingafelter, a Gallup Learning Solutions Consultant in Syndey, asks Tony to share his journey to becoming a strengths-based organisation. She asks him, “How did you light the fire around strengths to get your organisation to take hold of all strengths has to offer?” and “What are the performance outcomes?”.


Wednesday, May 25, 2016

Meet Your Strengths Coach

Gallup's Strengths Evangelist, Paul Allen
by Becky McCarville

The strengths movement continues to soar. More than 14 million people have now taken Gallup’s Clifton StrengthsFinder (CSF) assessment, and that number grows every day.

Gallup is developing technology to connect anyone who has taken CSF with a Gallup-Certified Strengths Coach. The technology will also allow users to connect with others who have taken the assessment, making strengths a social experience.


We recently talked with Paul Allen, Gallup’s Strengths Evangelist. Paul will be one of the speakers presenting at the
CliftonStrengths Summit, Gallup’s inaugural strengths coaching conference happening this summer in Omaha, Nebraska.


Tuesday, May 24, 2016

[Recap] CliftonStrengths Transform the U.S. Court System

On a recent Called to Coach, we spoke with Gallup-Certified Strengths Coach, Beverly Griffeth Bryant.







Beverly began her journey to bring strengths to the court system 12 years ago. At that time, she had to do a lot of CliftonStrengths evangelizing because most of her colleagues were unaware of CliftonStrengths and the CliftonStrengthsFinder assessment. Over time, those colleagues became more aware of CliftonStrengths as the CliftonStrengths movement grew. In fact, when Beverly presents on strengths and how they enhance the judiciary at national conferences, she often has conference attendees who have taken CliftonStrengthsFinder, but have never applied their strengths to their workplace goals. Beverly teaches those judiciary employees to use their strengths to increase engagement and productivity and to be more fulfilled.

Sunday, May 22, 2016

[GWSW Futuristic]: A Vision for Tomorrow and Beyond

People talented in the Furturistic have the innate ability to envision clearly and inspirationally describe a better tomorrow. Futuristic is a strategic thinking theme and while it is "in someone's head," it is also the ability to inspire others with a vision of the future. Futuristic is the telescope that looks forward and says, "What do you see? What is possible?" Adjectives used to describe the Futuristic strength are creative, inspiring, vivid, expressive, perceptive, future-oriented and visionary.  A person with Futuristic is a forecaster -- they can anticipate what is next. They are dreamers and imaginers -- and they can also articulate their dreams. They are not content with the status quo.

Friday, May 20, 2016

[Discipline S2] Preempting Chaos with Structure and Order

On this Theme Thursday Season Two webcast, Jim Collison, Gallup's Director of Talent Sourcing, and Maika Leibbrandt, Gallup Advanced Learning and Development Consultant discussed the theme of Discipline.




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People talented in the Discipline theme engage with and love creating order. Discipline creates strong avenues and channels to work in, so a myriad of options don't become overwhelming. Discipline creates a structure and order so people can get where they need to go. People with high Discipline enjoy routine and structure and the order that they create. Discipline is an internal way of creating order so you can get going and move forward. People with strong Discipline love things that are organized and orderly. They meet deadlines. Discipline can efficiently manage limited resources. Discipline enjoys what is real, pragmatic and  available. Discipline has a radar for structure, clean channels and working in an orderly fashion. 

Thursday, May 19, 2016

Succeeding as a Millennial Manager – Be Humble in Knowing Your Value

by Tiffany Saulnier, MBA

Congratulations! You have just become a millennial manager. Now, you will develop people, function as a catalyst for your organization and be responsible for the administrative components of managing both the business and the team. Managers are the glue that holds organizations together, and they serve, arguably, the most important role in any organization. A manager’s impact reaches far beyond themselves -- you will now impact the team and have a large influence on business results. No pressure!

But how do you excel in this role while managing people twice your age? How do you overcome the eye-rolls, the under-the-breath comments and the “haters”? How do you earn the respect of your team while your experience pales in comparison to theirs?

Wednesday, May 18, 2016

[Developer S2] Celebrating in the Moment Improvement

On this Theme Thursday Season Two webcast, Jim Collison, Gallup's Director of Talent Sourcing, and Maika Leibbrandt, Gallup Advanced Learning and Development Consultant discussed the theme of Developer.




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People exceptionally talented in the Developer theme derive satisfaction from evidence of progress. Developer is the ability to eagerly participate in the growth of other people. Developer has a radar out for potential. People with high Developer are comfortable with what is not there yet which can make them bold, brave and determined. Developer is always about other people and human growth, which sets developer apart from Restorative and Maximizer, it is definitely about human growth. Developer celebrates incremental progress. Developer is on an infinite adventure because there is no end point as each piece of progress is meaningful. constant development along the way. living in the moment in improving. Developer actively invest in furthering the development of others. Developer helps groups develop "bench strengths," which means there is someone who can take your place on the team. 

Sunday, May 15, 2016

[GWSW] Focus: Starting with the End in Mind

People with strong Focus talents prioritize and then take action. They set goals. These goals serve as their compass, helping them determine priorities and make alterations when needed to get back on course. Their Focus is powerful because it forces them to filter; they instinctively evaluate each action before taking it to determine whether it will help them reach their goal. In the end, strong Focus talents push them to be efficient. They are extremely valuable team members because their single-mindedness enhances the speed and quality of their performance and keeps the team on track. A person with high focus is single-minded and goal oriented. They see the light at the end of the tunnel -- and will stay on track, despite distractions. Focus allows people to take direction and follow through with given tasks. They start with the end in mind.

Please register for our Focus Webcast on Thursday, May 19, 2016 at 12:00 p.m. EST. Download the Theme Thursday Companion Guide on Focus here to follow along with the show!






Friday, May 13, 2016

Onboarding Millennials -- Intentionality Today, Success Tomorrow

by Tiffany Saulnier, MBA


With so much hype put on the millennial generation, defined by Gallup as those born between 1980 and 1996, little attention has been put toward what companies can do to engage this new generation dominating our workforce today. The millennial generation is diverse, making it very difficult to label and categorize. As a millennial myself, we represent 38% of the U.S. workforce and think uniquely about the world around us. We grew up with the Internet. Most of us had cellphones at an early age. And entertainment technology moved from VHS to DVD to YouTube faster than the initial invention of the television.

These differences help shape how we view the world, but it’s important to remember that those workplace needs associated with other generations still apply when thinking about how to engage millennials. There are more similarities between us and other generations than there are differences. We have high expectations for our leaders and for the companies that employ us. It’s not just about a paycheck; it’s about purpose. It’s not just about satisfaction; it’s about engagement. It’s not just about annual feedback; it’s about development. We are getting married and having children later in life or not at all, heightening the importance placed on our careers. It’s not just a job -- it’s our life. 

Wednesday, May 11, 2016

[Deliberative S2] Wisdom in Slowing Down

On this Theme Thursday Season Two webcast, Jim Collison, Gallup's Director of Talent Sourcing, and Maika Leibbrandt, Gallup Advanced Learning and Development Consultant discussed the theme of Deliberative.




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Deliberative is care. People with high deliberative are committed to making the very best choices. They are excellent assessors and make outstanding decisions. They engage with what could go wrong to overcome obstacles before they become a danger. Deliberative may seem critical when asking a lot of questions and assessing options, but they are reducing risk and preventing problems. Where others avoid obstacles and risk, Deliberative is bold and brave enough to search for the danger and face it. It is an executing theme; it is about executing cautiously. 

Sunday, May 8, 2016

[GWSW] Empathy: Attentiveness to the Emotions of Others

People with strong Empathy talents are able to build and form relationships that have great emotional depth. Others feel understood by them and seek their company. Their innate ability to understand the emotions of those around them provides comfort and stability. The Empathy theme is most accurately defined as the attention to the emotional state of others. Individuals with Empathy are also in touch with their own emotions and know how to effectively express them to others. Those with high Empathy talents have a knack for creating customizable approaches to other people. Empathy can help people find clarity, whether it is in their business or their personal life.

Please register for our Empathy Webcast on Thursday, May 12, 2016 at 12:00 p.m. EST. Download the Theme Thursday Companion Guide on Empathy here to follow along with the show!






Friday, May 6, 2016

[Recap] CliftonStrengths Summit Special Preview with Paul Allen

On a recent Called to Coach, we spoke with Gallup's Strengths Evangelist, Paul Allen, about this summer's CliftonStrengths Summit.







"Everyone needs a coach” -- and you'll learn how they can get one at the Summit.

The CliftonStrengths Summit is Gallup’s inaugural strengths coaching conference. It is a rare opportunity for coaches of all disciplines and experience levels to NETWORK with other successful coaches, SHARE coaching techniques and LEARN the latest strengths-based development strategies from coaching experts.

Thursday, May 5, 2016

Three Questions Every Leader Should Be Asking

by Stosh Walsh

This is the third in a three-part series of articles by Stosh Walsh. In this series, Stosh will offer insights on how coaching can make strengths fully effective. Read the first blog article here. Read the second here.

The two words I hear the most from individuals I coach are, “Now what?” It doesn’t matter if the person is a recently promoted first-time manager or a C-level executive. It seems this important question lingers in the minds of most leaders who encounter strengths. In part one of this series, I argued that leaders and coaches can address this important and ubiquitous question by answering the following:


• How do these strengths enable success in this role?
• How does the exercising of these strengths affect others?
• What kinds of strengths are complementary?

Wednesday, May 4, 2016

[Recap] Strengths Initiatives for Potential, New and Tenured Employees

On a recent Called to Coach, we spoke with Gallup-Certified Strengths Coach,  Sindhu Aravindakshan.







When Sindhu began working for Facebook, she was introduced to a strengths-based culture. Her colleagues and team members welcomed feedback and discussed their strengths openly. When she joined JDRA, a software company, Sindhu wanted to "...start a strengths revolution" as she described it. At JDRA, Sindhu is a Learning and Development Specialist. In that role, she strives to infuse strengths into each stage of an employee's career: hiring, onboarding and development. Sindhu began by changing the hiring module questions for potential candidates -- those questions now focus on strengths. 

Further, when new employees are onboarding, they take the Clifton StrengthsFinder assessment. According to Sindhu, those employees are then "...given a sneak peek at their strengths. Then, once they have settled into their role, they approach me for more detailed strengths coaching." Strengths are also used to help tenured employees thrive in their roles with their strengths. They are even used to manage change at JDRA. That is, during times of change or transition at the organization, Sindhu explained, "We name 'change champions' whose strengths are well suited to making change smoother and easier for everyone." Also, Sindhu frequently conducts strengths workshops for teams across JDRA. 

Sunday, May 1, 2016

[GWSW] Discipline: Embracing Routines and Order

People with strong Discipline talents love things that are organized and orderly. They meet deadlines. And they can efficiently manage limited resources. They bring a high level of organization, order and stability to the projects and groups in which they work. People who have high Discipline are great at managing limited resources by creating a plan and following it. They often bring order to chaos to get things done.  Discipline’s key purpose is that it helps people be more productive when used properly. Those without high Discipline may find routines dull and redundant, but Discipline embraces such routine.

Please register for our Discipline Webcast on Thursday, May 5, 2016 at 12:00 p.m. EST. Download the Theme Thursday Companion Guide on Discipline here to follow along with the show!






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