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Wednesday, May 30, 2018

Using Engagement Tools, Strengths-Based Approaches and 360 Evaluations for Manager and Team Success -- Gallup Called to Coach: Holly McBride -- S6E15

On a recent Called to Coach, we spoke with Holly McBride, group manager of organizational performance at Port Macquarie-Hastings Council (PMHC), a growing coastal area that includes the town of Port Macquarie, Australia. Passionate about strengths-based leadership and creating an engaged workforce that is solution-focused, McBride introduced Gallup’s Q12 and strengths to the PMHC and, because of her efforts, the organization earned the 2017 A.R. Bluett Award for being the most innovative and progressive council in the state of New South Wales.

Tell us a little about PMHC and its responsibilities.

  • Located four hours north of Sydney, with a population of about 80,000 -- set to increase to 100K over the next 10 years, which brings opportunities and challenges for a local government entity 
  • Services range from water/sewage, road and park maintenance, community engagement, economic development, environmental services, waste management, corporate performance (Holly’s department sits within this area) which provides financial assistance and business needs, local arts, HR/Finance/IT functions. 
  • FT staff: 550 people plus part-time. Headquarters building but multiple depots for operational staff (water treatment, laboratories, Glass House art, etc.). 
  • Administration change resulted in rebuilding with new manager who wanted to build a values-based organization, allowing us to build on an engaged workforce with outcomes.

Tuesday, May 29, 2018

Should I Make My Next Hire Based on CliftonStrengths?

By Adam Mustoe

"Oh, so what we need is someone with Activator!"

A manager conferred with me about a perceived "hole" on their team, an element that was seemingly missing; something he was hoping to correct this with their next hire.

I responded, "Well, yes and no."

Some version of this chicken/egg conversation happens often around the topic of strengths: Do certain jobs necessitate particular strengths?  Or, should we mold people's jobs around their strengths?

Well, yes and no.

Friday, May 25, 2018

Command -- The Ability to Take Leadership When None Exists -- Theme Thursday Season 4

On this Theme Thursday Season Four webcast, Jim Collison, Gallup's Director of Talent Sourcing, and Maika Leibbrandt, Senior Workplace Consultant, talk about Command. 

When you think of Command you think about cutting through the noise and getting down to business. They are unintimidated, decisive and socially brave. They can take a stance on things they find important that makes other people follow. 

The best of Command is knowing when to take charge, and doing it effortlessly. Serve others by being an advocate with your social courage. Individuals with high Command can help further a cause. They can help others see things in a different way. Command knows when resoluteness is needed, and can almost sense when there’s a void of decisiveness that needs to be filled. 

Answer that call for a challenge. Look for things that intimidate others. Command gives you the ability to be able to see where other people are not stepping up. How do you know when Command is needed? It could be when you sense fear, or it could be when you sense clarity. Be better at following that feeling. Understand when you need the podium to move the project forward. Ask the question that nobody else has asked that helps provide some clarity. 

Wednesday, May 23, 2018

Gallup's Licensing Practices and a Preview of Born to Build -- Gallup Called to Coach: Jessica Kennedy -- S6E14

On a recent Called to Coach, we spoke with Gallup's Jessica Kennedy.

On the May 7 Called to Coach, Kennedy spoke about Born to Build which seeks to inspire entrepreneurs and ambitious, self-motivated people to build something that will change the world — a small business, a thriving new division in a company, a nonprofit, a church, a school — anything that creates economic growth and makes a lasting impact. It’s available on Amazon and wherever your favorite books are sold. She also discussed Gallup’s licensing program, which provides merchandise and content licenses to partners interested in incorporating Gallup’s intellectual property into products for sale.

Merchandise License

Want to help organizations and CliftonStrengths fanatics get their CliftonStrengths themes on … everything?

Then you need a Gallup merchandise license which, allows you to create merchandise and products displaying Gallup’s CliftonStrengths theme names and definitions. Typically, this type of merchandise can be personalized to show an individual’s top five themes or displays all 34 CliftonStrengths themes. 

Tuesday, May 22, 2018

Unlocking the Power of the CliftonStrengths 34 Results

By Tiffany Saulnier

Developing Strengths, Managing Weaknesses

A person doesn't just have five themes of talent. In truth, we possess a combination of talent themes, each with a different level of intensity. Examining the Top 5 is the best place to start, but each of us has additional dominant talents, behaviors that always describe our patterns of behavior. We can expand our understanding of ourselves (and help others do the same) by leveraging our full CliftonStrengths 34 results, a more complete roadmap of success.

A Focus on Strengths

Strengths-based development embraces peaks of excellence in people -- points where a person is exceptionally brilliant. It is not about filing down the peaks, but accentuating the height and point of them.

It is based on the simple notion that a person's talents do more than make a person a unique individual. Our greatest talents -- the ways in which we most naturally think, feel, and behave -- have direction. They represent our innate power, our potential to perform. When we tap into this source of wisdom and power, we are more efficient. We act with more confidence, direction and hope. And, we are more productive.

Thursday, May 17, 2018

Belief -- Aligning Passion and Purpose -- Theme Thursday Season 4

On this Theme Thursday Season Four webcast, Jim Collison, Gallup's Director of Talent Sourcing, and Maika Leibbrandt, Senior Workplace Consultant, talk about Belief. 

Belief is a values driven Theme. People high with Belief tend to have unchanging core values that help them prioritize, motivate them and take them where they want to go. There is an element of practicality to Belief. It may be rooted in something that feels very emotional and invisible, but it is about translating your internal values into something external. A by-product of Belief is that you are informing others with your passion and beliefs over everything you do. 

When Belief is at its best it is able to translate values and beliefs into execution at work. It is about an alignment with passion and purpose. You are not just doing something for the sake of doing it. You are doing something that has a deep meaning for you, and has the opportunity to extend your value into your community. It is that idea that you are making more of what you believe, rather than holding it all in. Belief at its best is both transparent and consistent. Belief can rally others around your cause. It is about not just having values, but rolling up your sleeves and taking action on them. It is knowing to your core what is right and what is wrong. 

Wednesday, May 16, 2018

The Power of 2: Richard Sterry + Gallup -- Gallup Called to Coach: Richard Sterry -- S6E13

On a recent Called to Coach, we spoke with guest Richard Sterry.

Richard Sterry is the person behind the Cascade strengths reports and the Strengths Twins initiative. He has a passion for supporting Strengths coaches and growing the strengths movement.
  • Richard is the founder of his company, Releasing Strengths, and regularly contributes to the coaching community with his creative tools like Cascade and Strengths Twins.  He also provides technical services to coaches and is introducing the strengths movement to his local church. 

Tell us a little about yourself

  •  My Top 5 are Individualization, Learner, Relator, Maximizer and Harmony
  • Learner and Maximizer often get me into trouble, I want to do something new, but it needs to be really new, so I’m never quite sure what’s going to happen
  • My relationship building themes really help me get to know and understand people

Tell us about the work you’re doing with your local church

  • Using Living Your Strengths, I've worked with several small groups at my church and it's really quite an eye-opener for them
  • If you bring it alongside the biblical references that parallel strengths concepts, it can give a whole new meaning to when people are giving work and service within a church environment
  • Actually doing something they are passionate about doing, rather than out of a sense of duty

I think this can apply to any type of volunteer/non-profit situation where you have a single purpose; Are you adding any other inventories in such as Spiritual Gifts inventory?

  • No yet, but it’s something I’d love to.  Spiritual gifts and Strengths go hand in hand
  • Spiritual gifts is what God has called you to do, and Strengths is how you do them

Friday, May 11, 2018

Translating CliftonStrengths for Coaching in Another Culture -- Gallup Called to Coach: Fareed Nafe -- S6E12

On a recent Called to Coach, we spoke with guest Fareed Nafe. While this episode of Called to Coach is presented in English, we have provided the show notes in both English and Arabic below.  

أ‌-      لطالما كنت مهتما بتعليم الطلاب الموهوبين. في عام 2011 بينما كنت أعمل كمدرس في تعليم الموهوبين، قدمت الكثير من الجلسات التدريبية لطلابي وللمهتمين بشكل عام بالموهبة وفي بعض دوراتي كنت استخدم حقيبة تدريبية ل Marcus BUKINGHAM (الآن اكتشف نقاط قوتك). كانت الحقيبة نسخة عربية من النسخة الأصلية. لقد كانت الترجمة ضعيفة مما جعلني لا أفهم بعض المحتويات فيها. ولكن هناك أمر لفت انتباهي وهو وجود كلمة (Clifton
 Strengths)ورابط لموقع  Gallup وبمساعدة أحد أصدقائي. تمكنت من الوصول إلى موقع Gallup الإلكتروني وقمت بعمل المقياس وقام أحد الأصدقاء بمساعدتي في ترجمة نقاط قوتي الخمسة ، أصابني الذهول لأني وجدت أن النقاط الخمسة تتحدث عني أنا ومن بعدها بدأت رحلتي الجميلة مع Gallup

Tuesday, May 8, 2018

Strengths-Based Principles in Action: What Not to Forget

By Maika Leibbrandt

I know the blue glow of the smartphone isn’t the best thing for helping me sleep, but let’s face it: email follows me home, usually because I willingly lead it there. Late yesterday evening I opened my inbox to find a message from a colleague that kept me up most of the night. But this morning after talking with her, I realized I had missed the mark on a key principle of strengths-based workplaces — leading with positive intent. 

Here’s a quick overview of what happened:

I was working with a colleague on an important project and was excited because I knew we had the sort of great partnership that made the most of what each of us does well. My job was to create something that she would turn into the finished product. I sent her my final draft — a piece I had poured a lot of thought and effort into. Three days later, she sent back a short, direct response in the form of a question. She asked if what I had submitted was really the right way to proceed. I read her message late in the evening, got offended and replied with, “I’ll call you tomorrow.” I spent the rest of the night telling myself I was right, she was wrong, and her dominant theme of Command was to blame. 

Monday, May 7, 2018

Mastery Monday: Productive Aiming: Context (2018)

By Albert L. Winseman, D.Min

Where have we been? What has worked before? What hasn’t? How did we get here? Are there prior best practices we can implement? These are all questions individuals high in Context are likely to ask. Context focuses on understanding the past in order to make sense of the present and to chart a course forward. Those with strong Context talents are very likely to enjoy history, look to the “blueprints,” and become wiser about the future because they understand the past. Individuals with Context as one of their Signature Themes tend to love stories; they like to talk about stories of past successes and how those have helped them in the present and into the future. People with strong Context work best when they know the reason or history behind why they are asked to do something. Knowing what has been done before, or the people involved in past projects, helps individuals with high Context see how they can move forward. Context loves a good “lesson learned”; lessons learned from successes are just as important as lessons learned from mistakes -- if not more so.

Friday, May 4, 2018

Arranger -- Become an Orchestrator of Improvement -- Theme Thursday Season 4

On this Theme Thursday Season Four webcast, Jim Collison, Gallup's Director of Talent Sourcing, and Maika Leibbrandt, Senior Workplace Consultant, talk about Arranger. 

Arrangers are jugglers and orchestrators of improvement. You are comfortable initiating reconfiguration. You are aware of the pieces and how to make them all fit. An Arranger wants productivity in the most efficient way possible. Being able to brave something really complex, and doing it with delight and mastery, is really what Arranger is all about. The value that you bring when you are at your best is being able to embrace complexity that allows others to relax. It can also be about tweaking the plan to improve the original outcome by making small changes. It is about speaking a language of possibility. Arranger can also facilitate collaborative teamwork. Gracefully manage multiple demands on your own time and attention in a way that looks effortless.

Raise your hand for complex projects that have many moving parts. Raise your hand for chaos. Get yourself in over your head to make sure you can swim. Sign up for things that are difficult and include a lot of multiplicity. Have one similar specialty. Focus on one nuance in your industry. Think about this as your home base, and then think about similar opportunities to take you further into areas you haven’t quite mastered to create some complexity. It isn’t just about pulling all of your ideas together, it is about making them do something powerful. 

Wednesday, May 2, 2018

Using CliftonStrengths to Find Fulfillment and Engagement in Faith-Based Organizations -- Gallup Called to Coach: Daniel Durate -- S6E11

On a recent Called to Coach, we spoke with guest Daniela Duarte. Daniela Duarte is the Organisational Development Manager for Hillsong Church. Her role requires her to develop innovative and impactful approaches to leadership development and talent management across 60 Australian Locations and 1,000 staff. Daniela is passionate about transformational change and believes that a key factor in sustainable success is engaging with individual leadership potential at every level.

How did you discover CliftonStrengths?

In 2008, I was teaching at Hillsong Leadership College. I was introduced to strengths by a student who shared with me the CliftonStrengths 2.0 book. Sometime later, I decided to use it with a team and found positive responses. When I combined strengths with my love for emotional intelligence, I have been invested in the tool since 2012. “[CliftonStrengths] is the No. 1 tool to help people grow their emotional intelligence.”

Can you talk about the music aspect of Hillsong and the community/impact that the music has had?

As a member of the congregation, I find every new album impactful and share them with friends/family, even those who are not faith-based. Music fills me with positivity. Hillsong did recently win a Grammy. Their music is really about bringing people closer to God and we did not expect to see it have such a broad impact.

Tuesday, May 1, 2018

Beyond Naming, Claiming and Aiming: Real Development Is Something More

By Rosanne Liesveld

Often when a client asks, “What do I do now that I’ve discovered my CliftonStrengths?” coaches automatically want to answer, “Name it. Claim it. Aim it.” It’s almost like a reflex. And while this is a helpful starting point, I urge you as coaches to embrace the potential for growth beyond these three steps. 

It’s easy to confuse “aiming” or applying a talent with truly developing one. While the two are connected, applying talent and developing it offer distinctly different possibilities. If we build our practice on believing in talent, the cornerstone of that belief is the lifelong development of talent — from potential to performance. From what’s possible to what’s excellent. “Aiming” is simply the steps we take in-the-moment, a current-level zooming in of a much broader, lifelong pursuit of talent development. If you want to move along the continuum from talent to strength, it’s not as simple as  “aiming.” Our greatest talents are powerful and volatile and require development to be applied.

Development is the continual journey. Aiming is taking the first step.

We all know that talents are not strengths until they are productively applied, but what does that mean? Does it mean that they aren’t strengths until we aim them at a goal? Does practice, skills and knowledge always lead to strength? What if we practice a talent over and over again, but it is not fully or productively developed? To illustrate what I mean by this, say I am asked to make a three-pointer in basketball. If I consistently practice the shot wrong, I am not likely to find much success.