STRENGTHSFINDER: KNOW THY TEAM Drive your performance | Leverage your natural talents | Enhance your team experience

Class Rules: Choice: STAY or GO? Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Today’s Materials: Strengths Categories (Leadership Styles) Dark Side versus Clues to Strengths My Strengths and My Team Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Today Success Is… Basic understanding of Strengths Dynamics (Self and Team) Clues and skills for understanding team Takeaways to improve team communication, efficiency, and productivity Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Refresh: Know Thyself My Strengths Profile (5 pages) – Homework! Done? Short Definitions Needs Contributions Scavenger Hunt Dark Side Labels Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Know Thyself Homework Review Review, Share, Discuss – My Strengths Profile Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Strengths Dynamics Strengths Dynamics are how each of your Strengths distinctly impact each other to create a unique expression. It’s what makes Person A’s Achiever different from Person B’s. Combinations bridge gaps Ex: Analytical + Individualization = Communication Ex: Team of Strategic, Activator, & Positivity leverages Deliberative How do you play a role inside your team (filling in the gaps) Aligning your people’s talents behind their role (goals and objectives), developing strong teams of high performing individual contributors

Strengths Dynamics (Individual) Pairing Unsophisticated (Antagonistic) Sophisticated (Complimentary) Activator + Deliberative Empathy + Competition Belief + Harmony Discipline + Adaptability Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Strengths Dynamics (Team): Leverage each other Examples: Car buying: (Deliberative & Focus) Interview: (Individualization & Connectedness) Sales: (WOO & Relator) Project: (Ideation, Activator, Communication, Achiever) What opportunities exist in your organization? Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Dark Side Labels or Clues to Strengths? Dark Side Labels are terms or phrases we use to describe behavior we may find displeasing. Often times, these labels are actually underdeveloped, or unsophisticated, Strengths. It is your job to identify these labels and assess whether or not they are, in fact, clues to Strengths. Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Dark Side Labels: Sophistication Connectedness Input Sophisticated Makes difficult connections, sees big picture, doesn’t sweat the small stuff Great resource, knowledgeable, excellent memory, adds substance and value to conversations Unsophisticated Naïve, passive, too idealistic, hippie, makes unlikely connections Knows a lot of worthless information, hoarder, cluttered mind, boring conversationalist Cue slide for Dark Side Labels activity Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Dark Side v. Clues to Strength

Strengths-Based Ecosystem (SBE) Evolving culture productively leveraging Strengths for a Thriving work environment. Our big hairy end goal – the end game of all of this

Engagement and Strengths If your manager primarily: The chances of you being actively disengaged are: Ignores you 40% Focuses on weakness 22% Focuses on strengths 1% Actively disengaged: Employees who undermine their jobs and employers; actively participate in behaviors and activities that sink employee morale, performance, and engagement. Each actively disengaged employee costs $2,000/year A reported 70% of employees in America are actively disengaged This costs the U.S. an estimated $450-$550 billion annually Sources: Tom Rath, StrengthsFinder 2.0 (iv), State of the American Workplace, Gallup (2013) The business application – why your organization is interested

Discussion: What does a Strengths based discussion look like? Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Magic Formula Gallup studied leaders who built great schools, created major nonprofit organizations, led big businesses, and transformed entire nations. They have yet to find two leaders who have the exact same sequence of strengths. While two leaders may have identical expectations, the way they reach their goals is always dependent on the unique arrangement of their strengths. The point – aligning your talents, knowledge and skills behind your goals

Strengths Domains According to Gallup’s latest research, the 34 StrengthsFinder Themes naturally cluster into four domains of leadership based on a statistical factor analysis and a clinical evaluation by Gallup’s top scientists. The point – aligning your talents, knowledge and skills behind your goals

Leadership Domains Mark your top five on your sheet. Executing Influencing Relationship Building Strategic Thinking Achiever Activator Adaptability Analytical Arranger Command Developer Context Belief Communication Connectedness Futuristic Consistency Competition Empathy Ideation Deliberative Maximizer Harmony Input Discipline Self-Assurance Includer Intellection Focus Significance Individualization Learner Responsibility Woo Positivity Strategic Restorative Relator Have individual mark where their Top 5 Talents are -

Executing Make things happen Implement Work tirelessly to get it done “Catch" an idea and make it a reality The point – aligning your talents, knowledge and skills behind your goals

Influencing Reach a much broader audience Sell the team's ideas inside and outside Take charge, speak up, and make sure your group is heard The point – aligning your talents, knowledge and skills behind your goals

Relationship Building Glue that holds a team together Create groups and organizations that are much greater than the sum of their parts The point – aligning your talents, knowledge and skills behind your goals

Strategic Thinking Keep us all focused on what could be. Constantly absorbing and analyzing information Continually stretch our thinking for the future. The point – aligning your talents, knowledge and skills behind your goals

Discussion: What’s your Domain? YOUR Impact on the Team Where do your Strengths land in the domains? Is one domain dominant? Do you have any potential blind spots? What does this mean for you and your team? Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Leadership Domains Executing Influencing Relationship Building Strategic Thinking Achiever Activator Adaptability Analytical Arranger Command Developer Context Belief Communication Connectedness Futuristic Consistency Competition Empathy Ideation Deliberative Maximizer Harmony Input Discipline Self-Assurance Includer Intellection Focus Significance Individualization Learner Responsibility Woo Positivity Strategic Restorative Relator Have individual mark where their Top 5 Talents are -

Strengths Matrix: Strengths, Blind Spots, Success Looks Like… Strong Points: Gets things done Strong close relationships Tight group Potential Blind Spots: – may appear cliquish and may not often be open to new ideas - May struggle in communicating what they’ve accomplished and obtaining buy-in on new initiatives Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Strengths Pie Chart: Strengths, Blind Spots, Success Looks Like… See notes on previous page Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Strengths Matrix: Strengths, Blind Spots, Success Looks Like… Strong Points: Gets things done Leader provides confidence and drive Team may be good at developing and acting on new ideas Potential Blind Spots: - Leader may lack follow through to ensure true completion and may need support from team Leader may come across aggressive and not sensitive to relationships and others Team may not be good at developing relationships with other teams, inside their team, or with customers may appear cliquish and may not often be open to new ideas - May struggle in communicating what they’ve accomplished and obtaining buy-in on new initiatives Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Strengths Pie Chart: Strengths, Blind Spots, Success Looks Like… See notes on previous page Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Example Team #3: Strengths, Blind Spots, Success Looks Like… High percentage of Executing and Strategic thinking = thinks of new ideas and executes on them Learner and Input strengths indicate depth of knowledge and information Deliberative leader may make calculated, careful decisions – not impulsive Arranger, Responsibility, Achiever make it happen and “own” whatever they take on Potential Blind Spots: Leader may miss opportunities if Deliberative is unsophisticated High Responsibility and Achiever may burn out others Significance and Competition unsophisticated may contribute to burnout of others and be overbearing in conversation Low % of team in Relationship Building could indicate need to be work on relationships and strategically schedule time to truly connect as a team Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Your Team… Go fast alone… Go FAR together! Where does your team land in the domains? Are one or two domains dominant? What are the potential blind spots for the team? What does this mean for you and your team? Who or What might need to be leveraged? The point – aligning your talents, knowledge and skills behind your goals

My Strengths and My Team

Today Success Is… Basic understanding of Strengths Dynamics (Self and Team) Clues and skills for understanding team Takeaways to improve team communication, efficiency, and productivity Some material provided by Gallup, Inc. Copyright © 2011-13. All rights reserved.

Homework: Anything you did not finish!

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