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The Engagement Differential

Improving Your Organizational

Outcomes through Talent Development

using the Clifton StrengthsFinder

BRANDON MILLER, Co-Founder-CEO

StrengthsFinder Organizational Consultant

MAXIMIZER | ACHIEVER | ACTIVATOR | STRATEGIC | ARRANGER

Brandon Miller is a Gallup-Certified Strengths Coach, and CEO of 34 Strong, a

company committed to sustainable StrengthsFinder organizational culture

development. Since 2003, Brandon has coached 1000+ people through their

StrengthsFinder results and facilitated trainings for hundreds of teams in 100+

organizations. His expertise is leading team trainings, workshops, key-notes and

retreats with corporate and government clients across all industries.

Some recent trainings Brandon facilitated include: Plum Organics, Bank of America,

UC Davis Extension, The State of CA Dept. of Public Health, Consumnes Service Park

and Recreation, U.S. Food and Drug Administration (FDA), Tesla Motors, Johnson and

Johnson and Safe Haven.

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The #1 selling

book on Amazon

isn’t a book.

It’s a movement.

Copyright © 2011 Gallup, Inc. All rights reserved.

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STAND UP IF YOU ALWAYS …

Talk to people in elevators, airplanes, grocery stores, and

wherever you go

You are still friends with someone from elementary school

Have a color-coded or otherwise organized closet

Write down a list of things to do, and stick to it

Make a list of things to do, even on weekends

Have to win the contest, promotion, you are, in it to WIN it!

If you’re skeptical, you need proof, black & white data

Push the elevator button to “remind” the elevator that you’re

there

Go thru the automated checkout because you’re too impatient to

go thru a checker

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Thousands of the world’s BEST

organizations ingrain Gallup’s

strengths science deep into their

culture.

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“At Facebook, we try to be a strengths-based

organization…”

New York Times Recommend the best business book you’ve read in recent

years

Sheryl Sandberg

Chief Operating

Officer

Facebook Inc.

“Now, Discover Your Strengths, by Marcus Buckingham

and Donald O. Clifton. This book has been instrumental

in how we think about developing talent at Facebook.

...we try to make jobs fit around people rather than make

people fit around jobs. We focus on what people’s

natural strengths are and spend our management time

trying to find ways for them to use those strengths every

day.”

PEOPLE WHO FOCUS ON USING THEIR STRENGTHS

ARE 3 TIMES MORE LIKELY TO

REPORT HAVING AN

EXCELLENT QUALITY OF LIFE

AND 6 TIMES AS

LIKELY TO BE

MORE SUCCESSFUL

IN THEIR JOBS.

The Triad Group Case Study

Creating Cultural

Transformation with a

Strengths-Based Approach

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The Four Keys to EngagementHelping Managers Turn the Key to Employee Engagement

“Selecting for talent is the manager’s first and most important responsibility. If he fails to find people with the talents he needs, then everything else he does to help them grow will be as wasted

as sunshine on barren ground.”-First, Break All the Rules

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KEY #1: IDENTIFY TALENT

Encourage a manager to turn this key by helping him or her:

Understand and appreciate the unique talents of each team member

Identify the tasks and activities each person does best

Appreciate the valuable role each team member plays AND the potential contribution each person brings to the team

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IDENTIFYING TALENT: TURNING THE KEY

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KEY #2: SETTING EXPECTATIONS

“To get the most from her team, a manager must help each employee mold his job around the way he works most naturally, maximizing the frequency of optimal experiences in which he loses himself in the work, is internally motivated, and

finds himself naturally gifted. She must also realize that as long as he accomplishes the goals for which he is responsible… how he gets there does not matter.

Acknowledging one’s greatest natural talents and weaknesses does not mean accepting a narrow set of career possibilities. Rather, it means each employee will succeed in a relatively unique way, applying his own style to the accomplishment.”

-12: The Elements of Great Managing

Encourage a manager to turn this key by helping him or her:

Identify the tasks and activities each person does best

Understand what exactly each team member needs from the manager to be successful

Develop a strategy to help each team member find the way that works best for that individual

Find the format and frequency of communication that works best for the team and each team member

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SETTING EXPECTATIONS: TURNING THE KEY

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KEY #3: MOTIVATING

“Focus on each person’s strengths and manage around his weaknesses. Don’t try to fix his weaknesses. Don’t try to perfect each person. Instead do

everything you can to help each person cultivate his talents. Help each person become more of who he already is. …Each person is different. Each

person has a unique set of talents, a unique pattern of behaviors, of passions, of yearnings. Each person’s pattern of talents is enduring, resistant to change. Each person, therefore has a unique destiny.”

- First, Break All the Rules

Encourage a manager to turn this key by helping him or her:

Understand and appreciate the unique motivational factors for each team member

Find the format and frequency of recognition that works best for the team and each team member

Create an environment that encourages recognition and praise.

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MOTIVATING: TURNING THE KEY

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KEY #4: DEVELOPING

Managers should “help each person find roles that ask him to do more and more of what he is naturally wired to do. Help each person find roles where

her unique combination of strengths – her skills, knowledge and talents –match the distinct demands of the role.”

- First, Break All the Rules

Encourage a manager to turn this key by helping him or her:

Understand and appreciate the natural strengths and abilities of each team member

Identify opportunities in which team members can apply their strengths more often

Discover the developmental wants and needs of team members

Create an individual development plan (IDP) for each team member 18

DEVELOPING: TURNING THE KEY

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Managers who predominantly focus on

employees’ strengths reduce active

disengagement to an astoundingly low 1%.

San Diego SHRM Conference Special

Visit us at the 34 Strong booth and pick up

a voucher with an access code to take the

StrengthsFinder along with Either a one

hour strengths coaching session or 90

minute team introductory strengths session.

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