Hello! My Name is: My Five Signature Themes Are:
Feb 10, 2016
Hello!My Name is:
My Five Signature Themes Are:
Strengths BasedDevelopment
Copyright © 2011 Gallup, Inc. All rights reserved.
Seminar Leader: Susan Thomas
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• Strategic• Empathy• Individualization• Maximizer• Ideation
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Focus on YOU!
Name?
What you get paid to do?
Which Theme fits you like a glove?
(Intro)
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Gallup asked the following question
How many of you get to do what you
do best everyday at work?
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Do You Use Your Strengths Every Day?
Based on Gallup’s 2007 Global Client Database
30%
13%
26%
15%
17%
36%
14%
32%
0% 5% 10% 15% 20% 25% 30% 35% 40%
U.S.
China
India
U.K.
Japan
Germany
France
Canada
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Human Psychology
Deficit Approach
Study what is wrong with people
Strengths Based Approach
Study what is right with people
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Performance Management Strategy
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Change of Focus
Fixing Weaknesses!
What Does Performance Improvement Mean to Most People?
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Gallup asked the following question
• Which would help you be more successful in your life – knowing what your weaknesses are and attempting to improve your weaknesses?
or• knowing what your strengths are and
attempting to build on your strengths?
• http://www.ted.com/talks/ken_robinson_says_schools_kill_creativity.html
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StrengthsFinder Assessment
• Identifies one’s themes of talent(dominant patterns of thinking, feeling behaving)
• These themes are areas where there is the greatest potential to develop strength
• Can be developed into strengths when supplemented with relevant knowledge and skills
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Maximizing Talent
• We can maximize the talents of others (and ourselves) by setting them up for success.
• Knowing someone’s strengths can tell us a lot about the way they execute, influence, build relationships, and solve problems.
• When we know someone’s areas of excellence we can help them use their strengths by positioning them in situations or with others where those strengths can be alive.
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Five Clues to Talent
What are you naturally inquisitive about? (Yearning)
What activity are you engaged in when the time flies by? (Timeless)
What activity gives you a great deal of satisfaction? What do you pick up rapidly?
What can you do to near perfection?(How did I do that)
(Complete work page)
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StrengthsFinder ReflectionAfter reading your Signature Themes Report, complete the following questions: Which of your Signature Themes describe you best?
Which of your Signature Themes do you use most frequently?
Were you surprised by anything in the report?
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Peak Performance
Recall a personal accomplishment (job or personal) – something you feel proud of.
Break down the steps to success, the outcomes achieved, and the skills required.
Now, consider the Strength Finder themes you utilized to achieve this success.
(Exercise)
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Signature Themes and How You Use Them *
StrengthsDescription/
Definition of the Strength
Why It’s a Strength(What does it
enable/empowerme to do?)
When/Where I Recently UsedThis Strength
Activator Move to action quickly Make quick decisions Set up a workshop for staff
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Clarifying the Language
• The key to building strength is to first identify your dominant themes or talents (naturally occurring thoughts, feelings and actions)
• Strength = talent + knowledge x skill
• A strength is the ability to provide consistent, near-perfect performance in a given activity.
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Integration of Strengths
• Workplace: increases in employee engagement and productivity (do what I do best)
• Education: improved attendance, grades, enthusiasm, options
• Relationships: optimize team relationships and importance
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Talent Line-Up
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9%
73%
0% 20% 40% 60% 80%
Org
aniz
atio
n's
Lead
ersh
ipD
oes
Not
Foc
us o
nSt
reng
ths
Org
aniz
atio
n's
Lead
ersh
ipFo
cuse
s on
Stre
ngth
s
Investing in Strengths Drives Engagement
Improvement %
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Got Engagement?
• Engaged
– These employees are loyal and productive. They are likely to stay with their company for at least a year. They are less likely to have accidents on the job and to steal.
• Not Engaged
– These employees may be productive, but are not psychologically connected to their company. They are more likely to miss work days and to leave.
• Actively Disengaged
– These employees are physically present but psychologically absent. They are unhappy with their work situation and insist on sharing this unhappiness with colleagues.
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Disengaged?
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Workplace Teams
• Staff participating in strengths based development programs widely report an increased understanding and respect for their co-workers, and that they work together better as a result of knowing, accepting, and working to develop the strengths that their peers bring to the table
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Treasure Hunt
Name Name of Theme Benefit of the Theme
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The Four Domains
Executing Influencing Relationship Building StrategicThinking
AchieverArranger
BeliefConsistencyDeliberativeDiscipline
FocusResponsibility
Restorative
ActivatorCommand
CommunicationCompetitionMaximizer
Self-AssuranceSignificance
Woo
AdaptabilityConnectedness
DeveloperEmpathyHarmonyIncluder
IndividualizationPositivityRelator
AnalyticalContext
FuturisticIdeation
InputIntellection
LearnerStrategic
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Mapping your team
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Team Grid
Understanding the theme dynamics of your team helps you to be a more successful and productive team.
Acknowledge team's strengths
Consider assignments/roles based on strengths
Opportunities that your team may have for partnerships within the team
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Complementary Partnerships
Partnerships are forming all around us every day. They are formed for a variety of reasons. Some of these reasons include:
To “make up” for a lesser talent To “take over” where one person leaves off To “enhance” what one person already possesses
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Different Strengths
The (Very Different)Strengths of Leaders
Wendy KoppFounder and CEOTeach for America
Brad AndersonCEOBest Buy
Simon CooperPresidentThe Ritz Carlton
Mervyn DaviesChairmanStandard Chartered
AchieverCompetitionResponsibilityRelatorStrategic
ContextIdeationInputLearnerConnectedness
MaximizerWooArrangerActivatorSignificance
AchieverFuturisticPositivityRelatorLearner
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Here is what Gallup knowsabout top achievers:
fully recognize their talents and build on them to develop strengths
apply their greatest talents in roles that best suit them.
invent ways to apply their greatest talents to their achievement tasks. (StrengthsQuest, p.8)
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The Potential
What might happen if departments developed strengths to build everyone’s potential in becoming the “best of the best” in the process of learning, working and living?
Camel video http://strengths.ning.com/video/2097137:Video:2302
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Managing Challenges
• Strengths conversation• Get the right education and training• Leverage your strengths to manage a weakness• Partner with someone• Just do it!• Don’t do it
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Resources
www.strengthsquest.comOn the Purchase tab
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What’s Next?
Share your results with a friend/colleague One idea you will take with you Visit www.strengthsquest.com
EventsEducator ResourcesPurchasing Information
Strengths School: www.strengths.org Strengths Network: www.strengths.ning.com
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