Mohawk College Strengths and Innovation Conversations

The Four Drivers of Innovation Finding and Fostering Talent Managers Matter Relationships Matter Too Keeping the Right Leaders

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Why Learn About Strengths? Strengths are qualities that empower people to do specific things very well Gallup research shows that highly successful people learn to play to their strengths and manage/minimize their weaknesses

Research on the Best of the Best Indicates . . . High achievers excel because they more fully develop and apply their strengths and talents High achievers find ways to apply their strengths to their tasks High achievers build their lives around their strengths

What is a Strength? Attitudes that sustain efforts toward achievement and excellence Behavior patterns that make a person effective Beliefs that empower a person to succeed Motivations that propel a person to take action and maintain the energy needed to achieve Thought patterns that make a person efficient/effective

Definition of a Strength A recurring pattern of thought feeling or behavior . . . When productively applied . . . Predict “near perfect” performance.

Go Put Your Strengths to Work

Are YOU a 20%er?

Strengths Lens Myth #1: As you grow, your personality changes Truth: As you grow, you become more of who you already are. Myth #2: You will grow the most in your areas of greatest weakness. Truth: You will grow the most in your areas of greatest strength. Myth #3: A good team member does whatever it takes to help the team. Truth: A good team member deliberately volunteers his or her strengths to the team most of the time.

Five Clues to Talent Rapid Yearning Learning Flow Glimpses of Excellence Satisfaction

Balconies and Basements

Think of a Time When You Were at Your Best . . . Linking Strengths to Performance Discover/Integrate

Critical Activities and Strengths Can see link between strengths and past or current behavior?

Talent and Performance Can use knowledge of strengths to strategize, analyze, and direct performance?

Talents and Performance

What if INNOVATION is the Performance Target?

The Four Drivers of Innovation Finding and Fostering Talent Managers Matter Relationships Matter Too Keeping the Right Leaders

Three Types of Employees Engaged Not-Engaged Actively Disengaged

Maximizing Team Effectiveness!

Rule of 5

The Potential How might engagement be facilitated with a focus on strengths leading to excellent value-added experiences, versus a focus on deficiency?

The Potential How might leadership be enhanced on campuses and in organizations with a collaborative focus on learning and applying strengths across the life of the college and organization?

The Potential What might happen if you and the change agents on your campus/organization introduce and develop strengths to build the momentum toward everyone’s potential in becoming the “best of the best” in the process of learning, working and living?