Knowing Your Team’s Strengths, Part 2 - TriNet Your Team’s Strengths, Part 2 Gabriella Neubert, Liz Brashears, Monika Ethier Human Capital Services The Executive’s Roadmap to
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Presenters• Gabriella Parente-Neubert, MLHR, PHR, CLC is a Senior Human Resources
Consultant in Denver, Colorado. As an author and a consultant, she provides HR compliance & employee engagement advice to clients.
• Monika Ethier, SPHR, MS is a Principal Human Capital Consultant in the Tristate area. She works with TriNet’s largest clients. Her specialties include compensation, compliance and employee relations.
• Liz Brashears, SPHR, SHRM-SCP is a Principal Human Capital Consultant in Dallas, Texas. As a certified Executive Coach and consultant, she advises clients on human resource and leadership strategies.
According to Gallup, building employees' strengths is a far more effective approach to improving performance than trying to improve weaknesses. When employees know and use their strengths, they are more engaged, perform better and are less likely to leave their company.
Those with dominant themes in the executing domain know how to make things happen. When the team needs someone to implement a solution, these are the people who will work tirelessly to get it done. Those with a strength to execute have the ability to “catch” an idea and make it a reality:
Those with dominant themes in the influencing domain help their team reach a much broader audience. These individuals can sell the team’s ideas inside and outside the organization. When the team needs someone to take charge, speak up, and make sure the group is heard, look to someone with the strength to influence:
Those with dominant themes in the relationship building domain can provide the essential glue to hold a team together. Without these strengths on a team, in many cases, the group is simply a composite of individuals. In contrast, team members with exceptional relationship building strength have the unique ability to help the group become much greater than the sum of its parts:
Those with dominant strategic thinking themes are the ones who keep the team focused on what could be. They are constantly absorbing and analyzing information and helping the team make better decisions. People with strength in this domain continually stretch the team’s thinking for the future:
• People who are especially talented in the achiever theme have a great deal of stamina and work hard. They take great satisfaction from being busy and productive.
• People who are especially talented in the responsibility theme take psychological ownership of what they say they will do. They are committed to stable values such as honesty and loyalty.
• People who are especially talented in the relator theme enjoy close relationships with others. They find deep satisfaction in working hard with friends to achieve a goal.
• People who are especially talented in the learner theme have a great desire to learn and want to continuously improve. In particular, the process of learning, rather than the outcome, excites them.
People with dominant Executing themes know how to make things happen.
People with dominant Influencing themes know how to take charge, speak up, and make sure the team is heard.
People with dominant Relationship Building themes have the ability to build strong relationships that can hold a team together and make the team greater than the sum of its parts.
People with dominant Strategic Thinking themes help teams consider what could be. They absorb and analyze information that can inform better decisions.
TriNet would love to partner with you on your strengths-based initiatives. We have strategic services in place that can serve as a catalyst for your internal initiatives. • Embracing Leadership
TriNet’s Embracing Leadership workshop is a one-day workshop, led by a certified instructor designed to improve the day-to-day leadership skills of your most prominent and promising employees. • Prepares participants to lead others by translating
principles into real world skills
• Equips leaders with the tools and behaviors needed to effectively lead and align employees with company objectives, vision, and values
• Draws on the proven methods and tools of the Situational Leadership Model
Coaching focuses on setting goals, creating outcomes, and managing personal change. The overarching goal of coaching is to help individuals be the very best version of themselves as an executive, leader, or individual.
A team engagement that includes both individual consultations and a one-day group workshop to learn how to: • Create a shared understanding and awareness of the
team’s current strengths. • Gain insight, knowledge and understanding of individual
strengths to be better positioned to meet both individual and team objectives.
• Promote a sense of understanding and trust within the group.