Strengths Coaching Blog

Friday, August 18, 2017

Live From the 2017 CliftonStrengths Summit - Called to Coach S5E24

This special edition of Called to Coach was recorded live at the CliftonStrengths Summit on July 19, 2017. Watch this session to hear the latest about the coaching world from our Gallup Called to Coach hosts, including Jim Collison, Paul Allen, Faith Gaines, Claire DeCarteret, Blanca Garcia and Bruce Young. 

2018 CliftonStrengths Summit site is coming soon. Stay tuned for registration details.

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

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

Wednesday, August 16, 2017

Individualization: Delving Through a Lens of Uniqueness - Theme Thursday Season 3

On this Theme Thursday Season Three webcast, Jim Collison, Gallup's Director of Talent Sourcing, and Maika Leibbrandt, Senior Workplace Consultant, talk about Individualization with guest Phil Winger.

Your Individualization theme leads you to be intrigued by the unique qualities of each person. You are impatient with generalizations or “types” because you don’t want to obscure what is special and distinct about each person. Instead, you focus on the differences between individuals. You instinctively observe each person’s style, each person’s motivation, how each thinks and how each builds relationships. You hear the one-of-a-kind stories in each person’s life. 

This theme explains why you pick your friends just the right birthday gift, why you know that one person prefers praise in public and another detests it, and why you tailor your teaching style to accommodate one person’s need to be shown and another’s desire to “figure it out as I go.” Because you are such a keen observer of other people’s strengths, you can draw out the best in each person. This Individualization theme also helps you build productive teams. While some search for the perfect team “structure” or “process,” you know instinctively that the secret to great teams is casting by individual strengths so that everyone can do a lot of what they do well.

Tuesday, August 15, 2017

Does Strengths Coaching Make a Difference?

By Ryan Pendell

Dana Baugh has been an executive coach for over two decades. She thinks there are a lot of misconceptions when it comes to successful leadership.

“There’s still a perception in a lot of organizations that there’s this thing called a ‘great leader,’” says Baugh. “As if we can bottle it and say, ‘This is it.’

A lot of aspiring leaders believe that to be a great leader, they have to be good at everything.

“One of the realizations you have [when you receive executive coaching] is understanding that you do not have to cover all the bases yourself,” says Baugh. “Great leadership is discovering what everybody does best and contributing to that.”

She recently coached a technology executive in the financial industry who was tasked with leading a new innovation initiative in his organization. They were looking for a visionary. This guy knew he was quite different — more careful and prudent, and not a risk-taker.

“They wanted him to be Futuristic Strategic,” said Baugh. “Deliberative Strategic is a whole different animal.”

Monday, August 14, 2017

Mastery Monday: Understanding Empathy

By Albert L. Winseman, D.Min

People with Empathy in their Top Five have an uncanny ability to physically feel the emotions of others. When those around them are sad, they feel the sadness. When those around them are joyful, they experience their joy. They intuitively pick up on the non-verbal, subtle emotional cues that others give out. To paraphrase Marvel super-hero Spiderman, their “spidey sense is tingling” whenever they start sensing they are experiencing the feelings of others. Individuals strong in Empathy talents bring emotional intelligence to a team, and as they are emotional people, they need the freedom to cry, laugh, and vent. People with high Empathy often can tell you how you are feeling even before you yourself know – and their description is eerily accurate.

In this installment of Compare and Contrast, I examine the differences and similarities between Empathy and Includer, Harmony, and Individualization. All four have the common element of being relationship building themes, and the similarities are such that Includer, Harmony, and Individualization can each look like Empathy – depending on the situation.

Thursday, August 10, 2017

Includer: Building a Diverse and Inclusive Leadership Pipeline - Theme Thursday Season 3

On this Theme Thursday Season Three webcast, Jim Collison, Gallup's Director of Talent Sourcing, and Maika Leibbrandt, Senior Workplace Consultant, talk about Includer with guest Luke Ramsay.

“Stretch the circle wider.” This is the philosophy around which you orient your life. You want to include people and make them feel part of the group. In direct contrast to those who are drawn only to exclusive groups, you actively avoid those groups that exclude others. You want to expand the group so that as many people as possible can benefit from its support. You hate the sight of someone on the outside looking in. You want to draw them in so that they can feel the warmth of the group. You are an instinctively accepting person.

Regardless of race or sex or nationality or personality or faith, you cast few judgments. Judgments can hurt a person’s feelings. Why do that if you don’t have to? Your accepting nature does not necessarily rest on a belief that each of us is different and that one should respect these differences. Rather, it rests on your conviction that fundamentally we are all the same. We are all equally important. Thus, no one should be ignored. Each of us should be included. It is the least we all deserve.

Monday, August 7, 2017

Mastery Monday: Understanding Indvidualization

By Albert L. Winseman, D.Min

If you’ve ever received the perfect present from a friend and you ask them, “How did you know I would love this?” and your friend answers, “I don’t know – I just knew it would be perfect for you,” chances are your friend has Individualization among their dominant themes. People with strong Individualization talents are intuitive about, drawn to, and fascinated with the uniqueness of each person. Those high in Individualization customize their approach to each person they connect with, and they strongly believe that the best way to treat people fairly is to treat them differently. 

Individualization sees human diversity as a potential to be celebrated rather than a problem to be solved. In finding the right fit for the job, Individualization starts with the person and then finds the right job – as opposed to starting with the job and then finding the right person.  For those strong in Individualization, the key to team success lies not in finding or developing the perfect process, but rather lies in finding and developing individual strengths so that each team member can make their unique contribution.

In this installment of Compare and Contrast, I explore the differences and similarities between Individualization and Woo, Connectedness, and Maximizer.

Friday, August 4, 2017

A Comparison of CliftonStrengths and MBTI

By Adam Hickman

Coaches face a variety of options when choosing the best development tools to help their clients. In this blog, we will dive into a comparison of the Myers-Briggs Type Indicator and the CliftonStrengths assessment. 

MBTI Theory
MBTI classifications of individuals are based on an adaptation of Carl Jung’s theory of conscious psychological type. MBTI groups individuals into one of 16 personality types by measuring distinct polarities of preference: 

  • Extroversion or Introversion
  • Sensing or Intuition
  • Feeling or Thinking
  • Judging or Perceiving

Thursday, August 3, 2017

Harmony: The Power of Consensus - Theme Thursday Season 3

On this Theme Thursday Season Three webcast, Jim Collison, Gallup's Director of Talent Sourcing, and Maika Leibbrandt, Senior Workplace Consultant, talk about Harmony with guest Ed Baklor.

You look for areas of agreement. In your view, there is little to be gained from conflict and friction, so you seek to hold these to a minimum. When you know that the people around you hold differing views, you try to find the common ground. You try to steer them away from confrontation and toward harmony. In fact, harmony is one of your guiding values. You can’t quite believe how much time is wasted by people trying to impose their views on others. Wouldn’t we all be more productive if we kept our opinions in check and instead looked for consensus and support? You believe we would, and you live by that belief. 

When others are sounding off about their goals, their claims and their fervently held opinions, you hold your peace. When others strike out in a direction, you will, in the service of harmony, willingly modify your own objectives to merge with theirs (as long as their basic values do not clash with yours). When others start to argue about their pet theory or concept, you steer clear of the debate, preferring to talk about practical, down-to-earth matters on which you can all agree. In your view, we are all in the same boat, and we need this boat to get where we are going. It is a good boat. There is no need to rock it just to show that you can.

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