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Hello! My Name is: My Five Signature Themes Are: Strengths Based Development Seminar Leader: Susan Thomas • • • • • 4 Strategic Empathy Individualization Maximizer Ideation Copyright © 2011 Gallup, Inc. All rights reserved. Focus on YOU! Name? What you get paid to do? Which Theme fits you like a glove? (Intro) 5 Copyright © 2011 Gallup, Inc. All rights reserved. Gallup asked the following question How many of you get to do what you do best everyday at work? 6 Copyright © 2011 Gallup, Inc. All rights reserved. Do You Use Your Strengths Every Day? Based on Gallup’s 2007 Global Client Database 30% U.S. 13% China 26% India 15% U.K. 17% Japan 36% Germany 14% France 32% Canada 0% 7 Copyright © 2011 Gallup, Inc. All rights reserved. 5% 10% 15% 20% 25% 30% 35% 40% Human Psychology Deficit Approach Strengths Based Approach Study what is wrong with people Study what is right with people 8 Copyright © 2011 Gallup, Inc. All rights reserved. Performance Management Strategy 9 Copyright © 2011 Gallup, Inc. All rights reserved. Change of Focus 10 Copyright © 2011 Gallup, Inc. All rights reserved. What Does Performance Improvement Mean to Most People? Fixing Weaknesses! 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 12 Copyright © 2011 Gallup, Inc. All rights reserved. StrengthsFinder Assessment 13 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 Copyright © 2011 Gallup, Inc. All rights reserved. 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. 14 Copyright © 2011 Gallup, Inc. All rights reserved. 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) 15 Copyright © 2011 Gallup, Inc. All rights reserved. StrengthsFinder Reflection After 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? 16 Copyright © 2011 Gallup, Inc. All rights reserved. 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) 17 Copyright © 2011 Gallup, Inc. All rights reserved. Signature Themes and How You Use Them * 19 Strengths Description/ Definition of the Strength Why It’s a Strength (What does it enable/empower me to do?) When/Where I Recently Used This Strength Activator Move to action quickly Make quick decisions Set up a workshop for staff Copyright © 2011 Gallup, Inc. All rights reserved. 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. 20 Copyright © 2011 Gallup, Inc. All rights reserved. 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 21 Copyright © 2011 Gallup, Inc. All rights reserved. Talent Line-Up 22 Copyright © 2011 Gallup, Inc. All rights reserved. Investing in Strengths Drives Engagement Organization's Leadership Does Not Focus on Strengths Improvement % Organization's Leadership Focuses on Strengths 9% 73% 0% 23 Copyright © 2011 Gallup, Inc. All rights reserved. 20% 40% 60% 80% 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. 24 Copyright © 2011 Gallup, Inc. All rights reserved. Disengaged? 25 Copyright © 2011 Gallup, Inc. All rights reserved. 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 26 Copyright © 2011 Gallup, Inc. All rights reserved. Treasure Hunt Name 27 Copyright © 2011 Gallup, Inc. All rights reserved. Name of Theme Benefit of the Theme The Four Domains 28 Executing Influencing Relationship Building Achiever Arranger Belief Consistency Deliberative Discipline Focus Responsibility Restorative Activator Command Communication Competition Maximizer Self-Assurance Significance Woo Adaptability Connectedness Developer Empathy Harmony Includer Individualization Positivity Relator Copyright © 2011 Gallup, Inc. All rights reserved. Strategic Thinking Analytical Context Futuristic Ideation Input Intellection Learner Strategic Mapping your team 29 Copyright © 2011 Gallup, Inc. All rights reserved. 30 Copyright © 2011 Gallup, Inc. All rights reserved. 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 31 Copyright © 2011 Gallup, Inc. All rights reserved. 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 32 Copyright © 2011 Gallup, Inc. All rights reserved. Different Strengths The (Very Different)Strengths of Leaders 33 Wendy Kopp Founder and CEO Teach for America Brad Anderson CEO Best Buy Simon Cooper President The Ritz Carlton Mervyn Davies Chairman Standard Chartered Achiever Competition Responsibility Relator Strategic Context Ideation Input Learner Connectedness Maximizer Woo Arranger Activator Significance Achiever Futuristic Positivity Relator Learner Copyright © 2011 Gallup, Inc. All rights reserved. Here is what Gallup knows about 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) 34 Copyright © 2011 Gallup, Inc. All rights reserved. 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:2 302 35 Copyright © 2011 Gallup, Inc. All rights reserved. Managing Challenges 36 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 Copyright © 2011 Gallup, Inc. All rights reserved. Resources www.strengthsquest.com On the Purchase tab 37 Copyright © 2011 Gallup, Inc. All rights reserved. What’s Next? Share your results with a friend/colleague One idea you will take with you Visit www.strengthsquest.com Events Educator Resources Purchasing Information Strengths School: www.strengths.org Strengths Network: www.strengths.ning.com 38 Copyright © 2011 Gallup, Inc. All rights reserved.