In this episode, we start joining important puzzle pieces together to make your team a genuinely strengths-powered one. When we zero in on the nuts and bolts that make strengths work, we develop the kind of perspective that can build and rebuild teams as often as necessary -- no matter what changes or challenges arise in your work environment. Once you’ve mastered these core concepts, you will have won over the most unconsidered elements in implementing strengths at work. Ready to set sail towards your shared goals as a stronger team? Since you’re here, I take it to mean you’re all set! Let The Total You Shine When it comes to career branding, people usually think showcasing their skills and experiences is enough. For the longest time, it's what we have seen others do: fill resumes and LinkedIn profiles the skills they've acquired along the way. If that’s not enough, then what’s missing? Oh, it’s just what we already have all along: talent! StrengthsFinder views natural talent as the way we do things driven by the inherent way we think, feel, and act. When we add that to our list of skills and experiences, we are able to establish a more solid character behind our career brand. Yet how often do we really come across natural talents in LinkedIn profiles, resumes, and CVs? Rarely. Now that we've found what completes our branding equation, it’s about time we don’t leave talent out. For example, if you have Deliberative/Intellection talents, you can present them in your career branding effort as: Detecting risks that others overlook  Dissecting on a topic with sensibility and depth Your Challenge: Shift From 1D To 3D Career branding without talents is merely a one- or two-dimensional view of yourself. To not showcase them is to deprive others the best of what you can give easily and naturally. Imagine how sturdier and more powerful your career branding would be if it’s standing not just on two but three solid legs. You have your skills, your experiences, and your talents. Now that sounds like a total package! Once you start adding in your arsenal of talents, you can expect to get a better match for this newfound well-rounded version of you. Your Team’s Game Plan As you determine your team’s pool of strengths today, it’s important that you get a 3D view of each other. The key is that you're willing to put out a 3D view of yourself. This means going through the following steps: 1. Think about your career brand vis-à-vis: how you're known currently and how you want to be known or remembered in the future 2. Think about how to communicate to your team--your process of working through your natural talents. 3. Mine natural talents and look for them from your teammates so you can… see how you can collaborate better observe when they're doing what leads them toward their aspiration celebrate it with them The 'Aspirational You' Impact At Stronger Teams, we explore “Aspirational You" -- the things you want to be known for or remembered by other people. It resides in the “T” zone of S.E.T. This is an important step in career branding efforts and in your team's game plan. As a quick reminder, so that you don't have to scroll up to peek, S.E.T. stands for Skills, Experiences, and Talents. If a 1D or 2D view has brought some positive effects on your career, imagine how much more the inclusion of “Aspirational You” would do for your brand! Imagine how much influence it would have on your team as you implement strengths altogether. Digging Into 'Aspirational You' Stronger Teams brings “Aspirational You” essentials to the surface through training for teams and individuals. Here are examples of sets of words that the participants thought up as the aspirational representation of themselves. decisive, observant, bridge-builder trustworthy, inquisitive, excellence-seeker casual, decisive, influencer bold, forward-looking, listener Of course, these examples are merely a guide on how you can come up with your own “Aspirational You” version. Think well of how you want to be remembered as you move on from one role or career to another, and then find the right descriptive words that best capture you. While you may be straightforward with your team, you may soften the words a bit by turning them into meaningful sentences. See how you can be creative and impactful as you share these words on your LinkedIn account’s About section. Examples: “People have told me I am ________.”  or simply list down your StrengthsFinder talent themes. Ready For The Next Concept? Up next: from the elusive T to the troublemaking “T’s.” Stay tuned!  

Core Concepts for Stronger Teams In this series, you’ll explore 9 core concepts that will help you implement strengths with your team at work. The concepts we chose for you came straight from you - both from listeners of this show and from participants in our training classes. These are the concepts that pop out as most important or elusive. If you know the overlooked or unconsidered angles that can help you make the most of strengths on your team, you'll make big leaps. Keep reading to see the full list. There will be one dedicated podcast episode and blog post for each of the concepts. Stronger Teams This series of nine topics is inspired by Stronger Teams. Stronger Teams is a live, virtual training program we just launched to the public. It all came from that thing you’re constantly asking me about - making it stick. Nearly every day, I get questions like, “Hey, we read the book StrengthsFinder 2.0 and we did a team building day. Now what? How do we keep this going? What do we do next?” Oy vey, I’ve been there. When you’re leading a team you have so much on your plate. You don’t have time to come up with constant conversation prompts and activities. You’re busy enough trying to stay caught up on IMs and emails. If you feel too busy to take on the project of strengths, you’re normal. You probably feel like you don’t have the time or expertise to pull it off well. Or if you’ve tried, you might feel dorky and awkward as you set up these conversations with your team. Well imagine if you and your team could just show up to a regularly-scheduled strengths training: an easy-peasy team building cadence built into your schedule. Think of what that would be like: You get to grow. They get to grow. You learn about each other, so you get the team building effect in your meaningful conversations over time. There’s no prep work. No planning. No travel & expense budget to beg for. No writing of business cases to get the team in for an offsite, and No more losing 3 days of productivity so that you can do one day of meals and bowling together. This is where strengths-based cultures get really useful at work. It’s when you have conversations over time. Rather than a once-per-year outing, it becomes a steady trickle into the everyday work and conversations you’re already having. Why Do Teams Fail To "Do Strengths" After Their Initial StrengthsFinder Training? The #1 reason I see CliftonStrengths initiatives fail? It’s because they think of it like an initiative. Like an event. The hype fades off as soon as they get back to work. So, if you do a program like Stronger Teams instead, you get a full year of development together. If you’ve been thinking that you need to do more to make strengths stick, go check out Stronger Teams. For less than the cost of one in-person training event, you can bring in an entire team of 10 people for a full year. That’s 12 live, virtual trainings. That’s 12 activity guides to help you expand it beyond your immediate team. That’s 12 live Office Hours for live Q&A where I offer strengths coaching conversations. That's access to a Strengths Vault where you can get quick-hit team tools and watch past recordings. And an online community of peers.  This peer part is really cool because there are members from lots of companies and industries. You also get to  expand your professional network with other strengths-focused teams around the world. The 9 Core Concepts Each concept will have a separate podcast episode and blog post to go into detail. After all, this list won't make full sense until you see the descriptions. Skills, Experiences, and Talents Troublemaker Talents Regulate by Situation Easy Buttons Not an Excuse Gimme That Escalation Takes Time and Intention Honored and Insulted Starved and Fed Notice What Works: A Challenge The 3-Coin Challenge  is based on the concept “Notice what works to get more of what works.” It’s simple. You put 3 coins in your pocket. Or paper clips. Or any small item. Try it. Put 3-small-somethings in your pocket right now. Then, you can get rid of one item at a time as you give away a bit of recognition. Now, you’re not giving the person the actual coin. You’re giving them recognition. You'll see some examples below. Do this as a once-per-week challenge. Build a habit by doing it regularly--even daily if you’re game. Keep the recognition small and simple. Don’t give a thought to “saving your pennies for something extra good.” For the purpose of this exercise, there’s no benefit to withholding praise, no matter how small. Here are a few examples: Recognizing Ishaan, a Teammate Imagine that I have a teammate named Ishaan. He takes a call from an irate customer. I hear it, and it’s good. Rather than silently nodding to myself about his moment, I acknowledge it aloud. I say, “Wow Ishaan. You really worked magic when you talked her off the ledge. She sounded like she was going to leave us, and now she’s a fan again. That was amazing to hear.” Recognizing Sonia, a Direct Report “Dang, Sonia! Your 3D data visualization finally made sense of our Q2 forecast. Everyone seemed lost, and then, BAM! Your chart helped it make sense to everyone. Thank you for making it so clear.” Recognizing Sam, a Peer “Sam, that question changed the course of this meeting. Thank you for helping us see a new angle. We would have totally missed that.” So that’s it. Have fun with it. Be generous and specific with the recognition. Get the pesky coins out of your pocket as you "earn them out" by giving away recognition. You Get What You Measure--And What You Affirm The beauty of doing this challenge is that you get more of what you affirm. It’s repeatable by the recipient of your praise because they already did it well. Imagine how powerful that small thought can be. When they think, “Oh, that was easy, and the team seemed to like that. I can do more of that - no problem.” If you hadn’t told them anything, it’s like they’re walking around the wilderness with a blindfold on and no compass. They just keep trying things to see if anything works. On the other hand, when you recognize them, it’s like taking off the blindfold. What you appreciate and want is no longer hidden. And it’s like giving them a compass - they have a general direction to align with. And that direction is likely aligned with their strengths, so it will also be easy for them to offer more of it. That’s why you’ll get more of what works when you notice what works.

I hear a lot of reflections about how to apply your CliftonStrengths talent theme of Achiever to your career. In this series, you get one strength per post so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Achiever Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. Here are a bunch of Achiever-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Producer Doer Busy Finisher Energetic Motivated Completer Workhorse Tireless Gets It Done Ambitious Intense Driven Independent Pacesetter Red Flag Situations For Achiever These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Achiever. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Achiever: Slackers. If you lead through Achiever, try to keep yourself out of environments where you perceive your colleagues to be slackers or lazy. Sometimes, this is a simple thing to spot. For example, say you’re on a team, and you have a teammate you work with very closely. You perceive him to be a low-accountability-slacker (albeit a nice guy). If this is someone you’re working with all day every day, you’ll likely be frustrated as you imagine all of the things you could get done together, if he’d just pull his weight. A sneakier version of this is when you’re at a company or in an industry that moves at a slow pace. The Achiever in you will likely feel continual angst about what you could be getting done. This consistent “if only” thinking can really drain you. Whenever possible, surround yourself with high-achieving, driven colleagues who will match your intensity and motivate you to step your game up. Meetings About Meetings. If you lead through Achiever, you likely love getting the actual work done. If you find yourself caught up in circular discussions or bureaucracy, it can be soul sucking for you. If you keep getting invited to meetings because you’re involved in a lot of projects (and therefore people think you’ll want to attend to stay in the loop), practice ways of politely opting out. Of course, the culture around meetings can be vastly different from company to company. Play with different techniques until you find something that honors your team culture, and honors your work style at the same time. For example, some Achievers have successfully created the habit of “popping in” for the 10 minute segment of the 1 hour meeting so that they’re not wasting 50 minutes of their productive time. Others have become expert at declining the meeting altogether—while also contributing to the project and staying in good graces with the team. 3 Fresh Application Ideas for Achiever These are ways to apply the talent theme of Achiever at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Achiever, put this talent to good use with one of these options: Small Bits. Although you have a lot of work stamina and you can crush it on long term projects, you’ll have more fun when you give yourself a way to feel the feeling of “done-done-done” throughout the day. Get in the habit of writing down your next small action that matters for a project. Break it down to the tiniest step so that you can get a little hit of Achiever-dopamine when you finish it. For example, if your project is to research and recommend a new piece of software for the team, you could be looking at a 3 year implementation. If your next action is “schedule online demo” and the next action after that is “attend online demo,” you can turn the 3-year-long-slog into digestible pieces that give you a motivating jolt of accomplishment. Power Hour. Try blocking out one hour on your calendar where you plan to crank out as many tactical tasks as possible. Don’t take calls. Get rid of all interruptions. Don’t look at email or IM. Simply crank out work. If this sounds like fun, you can also try the Pomodoro Technique, where you do intense spurts of work for 15-25 min, followed by a 5 min break. My favorite is an hour long cycle of (15 min work + 5 min break)x3. That gets you one hour of amazingly productive time. If you work in a distraction-heavy environment, these short cycles can help you feel super efficient, even when it seems like the world is conspiring against your personal effectiveness. Contests. Measure yourself doing a task that you do regularly. Maybe you make outbound calls. Maybe you write social media marketing posts. Maybe you reply to a lot of emails. Track yourself doing one of these things to get a Personal Record (PR). Then, week over week, challenge yourself to beat your PR while maintaining high quality. The contest makes it fun, and since Achievers are often the last ones at the office, it’s a great way to keep yourself out of the workaholic zone. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the About section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of reflections about how to apply your CliftonStrengths talent theme of Activator to your career. In this series, you get one strength per post so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Activator Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. Here are a bunch of Activator-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Instigator Go Button Presser Fresh Thinker Action Jackson Initiating Movement Maker Catalyst Fast Just Ship Influential Kick Off Crew Eager Brave Change-Friendly Energetic Action-Oriented Starter Propulsive Spark Gets It Going Momentum Creator Early Adopter Motivator Red Flag Situations For Activator These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Activator. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Activator: Analysis Paralysis. If your industry or workplace culture is to carefully weigh every option before taking action, it can be very draining to Activators. The waiting game is extremely frustrating. If you lead through Activator, you get satisfaction from starting things, so every delay and moment of bureaucracy can make you feel like an animal trapped in a cage. Be sure to communicate with your leader that you’d love to be involved in as many pre-launch and starting line moments as possible. Since it’s unconventional to assign projects based on the place in the timeline, this can be an eye-opening step (and one that helps you shape your job toward the elements that put you at your best). Maintenance Mode. If you lead through Activator, you are most motivated, energized, and excellent at the starting line. If you find yourself assigned to the maintenance of processes or products, you’re more likely to get bored. Your magic mojo is usually not at the finish line and after. It can be a powerful insight to realize that you may be more attracted to short-cycle projects than to programs. After you try on that concept for awhile, have a conversation with your manager about your ideas for how to amplify your contribution by getting you involved at the momentum-creation phase, and then moving on to the next thing. 3 Fresh Application Ideas for Activator These are ways to apply the talent theme of Activator at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Activator, put this talent to good use with one of these options: Come In, The Water Is Fine. Often, Activators are early adopters. If you’ve observed someone who leads through Activator, and they’re courageously braving a new way of doing things, use them as a model that the team can follow. Often, when big corporate rollouts happen, the team perceives the company messaging as “rah rah visioning.” Many people will sit on the sidelines until they know it really works or until they know this rollout is going to be a real thing that gets implemented. Meanwhile, your Activators are likely already in there, doing the thing, testing it out, and living in the new world. Get them to champion it by sharing exciting features or time savers with the team. Activators can be a practical voice to show others that the new way is working out great. Beta Testing. People who lead through Activator love being on the cutting edge. They bravely try new things. So if you ever need to pilot a program or beta test, they could be a great group to use to get things started. Change Management. When you have a major change initiative, often, you have a project team that has been working away for months or years. Getting people to adopt the change is often tougher than all of the tactics it took to plan and create the new thing. It can be exhausting for those who got the project to this place. Well, this is the finish line for one group and a starting line for another. It’s a great place to bring in Activators. They often love being part of a kick off crew. They are great at being a spark of energy. Notice the difference: they love creating spikes of energy at the kick-off, yet their energy for a project wanes as it drags on. So get them on the kick-off crew, not the maintenance crew. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the About section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of reflections about how to apply your CliftonStrengths talent theme of Adaptability to your career. In this series, you get one strength per post so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Adaptability Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. Here are a bunch of Adaptability-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Early adopter Goes With Flow Spontaneous Responsive Thrives Under Pressure Mindful Reassuring Present Calm Easygoing Right-Here-Right-Now Adaptable Flexible Agreeable Enjoys Change First Responder Accommodating In the Moment Red Flag Situations For Adaptability These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Adaptability. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Adaptability: Old Faithful. Just in case you’re not familiar, Old Faithful is a natural geyser. It sprays 100 ft in the air. It happens over and over again - over a dozen times a day. It’s in Yellowstone National Park, where Wyoming, Montana, and Idaho come together.If you lead through Adaptability, you might like to see Old Faithful, but you wouldn’t want to be Old Faithful. Mundane work, predictability and routine will likely bore you to tears. Repetitive work is not fun when you lead through Adaptability because you draw excitement from changes in the moment. Here’s a coping strategy: if you’re in a role where you do something similar over and over, search for the unique surprise inside of it. For example, if you do customer inquiries over and over, focus on the element that makes this person’s question unique. Focus on being fully present with the other person. Those two elements (the change/surprise part, and the right-here-right-now part) can help you find threads of motivation. Rich in tradition. Many companies are proud to represent years of tradition and history. If your company is heavily focused on the past, it might feel like stagnation to someone who leads through Adaptability. The stuck feeling of “same old, same old” can be frustrating for Adaptability. Even if you work for a cutting edge company that puts a heavy emphasis on lessons-learned meetings or post mortem processes, you might still feel the drain of not being able to live in the here-and-now. Every rehashing of the past can feel like an anchor in the water when you’re trying to drive a speedboat. 3 Fresh Application Ideas for Adaptability These are ways to apply the talent theme of Adaptability at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Adaptability, put this talent to good use with one of these options: Unexpected Detours. If you manage someone who leads through Adaptability, they revel in change. They’ll likely have a fun work day when they can take immediate action and work things out "on the fly." They make people feel seen and heard during changes that are difficult for people to adopt. So pull them in to help you implement change that involves the buy-in of other people. When balls get dropped (even by others), you won't see this person sulking on the sidelines. You'll see productive progress. So next time you have unexpected changes at work or in your industry, think of people on your team who lead through Adaptability. Their ability to be amiable to change (on both the people and process side) can be a huge help to the team. Urgent Pressures. If your team works under urgent pressures, surprises, and emergencies, think of those who lead through Adaptability. Challenge them to fine-tune their responsiveness. For example, if the job demands unanticipated travel, see if they can learn to pack and leave in under 30 minutes. Also take advantage of their demeanor as a calm and reassuring person. When other teammates are upset by daily events, someone with the Adaptability talent can often help the team find productive ways to relieve stress and make progress. They can have the influence that moves teammates to acceptance rather than resistance. Never The Same Day Twice. Avoid assigning work that requires structure and predictability from someone who leads through Adaptability. As much as you can, avoid asking them to work on a project where they’re required to follow the same operating procedures every day (or where there are lots of rules and controls). These responsibilities will be frustrating. Look for projects or roles with constantly changing circumstances. Call on them when you need to respond to constantly-differing requests of customers, guests, patients, etc. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the About section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of reflections about how to apply your CliftonStrengths talent theme of Analytical to your career. In this series, you get one strength per post so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Analytical Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. Here are a bunch of Analytical-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Numbers Oriented Truth-Finder Data Driven Systematic Coherent Evaluator Questioning Rigorous Level Headed Deep Thinker Researcher Inspector Well-Reasoned Methodical Logical Diagnostic Reasoned Scientific Observer Factual Meticulous Rational Pragmatic Measurer Red Flag Situations For Analytical These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Analytical. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Analytical: Drama. If you lead through Analytical and you feel surrounded by constant drama on the team, it might suck the life out of you. Of course, workplaces have humans, so you’re going to have conflict and hurt feelings from time to time. At the same time, if you feel that decisions are continuously swayed by a heart-led focus that discounts the facts, you’ll be drained. If you have to work with a teammate who is highly emotional at every meeting, you might suspect that they’re unable to do the critical thinking necessary to do the job well. These high-drama situations will likely frustrate the heck out of you. Trust The Process Decision-Making. Imagine leading through Analytical and going through a big merger at work. You’re analyzing all of the angles, trying to figure out what the job will be in the future, and whether you’ll even have a job. Your leader keeps telling you “have faith.” The concept sounds simple, yet that likely won’t fly with you. Any version of, “just trust us” or “just do what I say” or “just believe us when we tell you we’ve thought about it from every angle.”…well, that won’t cut it for people who lead through Analytical. You will often need to see the sausage-making that people are trying to buffer you from. You want to know the ugly underbelly so that you can weigh the real facts rather than the sound bites. In fact, it can be helpful to communicate this need with your leader during tough times - that even when the underbelly is ugly, if you know the decision points and assumptions, you can get settled in the same way as the people who are comfortable with blind faith. It’s counterintuitive to many people, so this is an important red flag to explore and discuss with your leader. 3 Fresh Application Ideas for Analytical These are ways to apply the talent theme of Analytical at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Analytical, put this talent to good use with one of these options: Poke Some Holes. You’re optimistic about something, but it’s high stakes. You want to be sure you’ve thought through all of the assumptions, downsides, risks, and objections. As a leader, this is the perfect time to bring in your team member who leads through Analytical. They can poke holes, be a skeptic, and give you watch-outs that you’d never think of. And in this context, it feels great because they’re doing it as a contribution rather than as a negative nelly. Deeper Insights. If you have a mound of data, and you don’t know what story it should be telling you, hand it off to someone who leads through Analytical. Ask them to bring back their top 3 insights. Besides allowing them to have fun swizzling the data in pivot tables and charts, you’ll get a new lens on an otherwise overwhelming pile of numbers. Level-Headed View. Imagine a situation where you need to make a go / no-go decision about a service you currently offer your customers. Most of your team is emotionally attached to this service because it’s the one that allows them to have tight relationships with customers. The simple mention of a go / no-go decision puts the team in a frantic, emotional state. This is the perfect task to give to someone who leads through Analytical. Ask them to provide the qualitative and quantitative data that will allow you to make a level-headed decision about this service. Come up with a rubric that is grounded in logic. With a scorecard and analysis in mind, this person will be able to put their personal preferences aside and get you a well-reasoned dissection. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the About section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of reflections about how to apply your CliftonStrengths talent theme of Arranger to your career. In this series, you get one strength per post so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Arranger Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. Here are a bunch of Arranger-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Juggler Multi Tasker Organizer Piece Fitter Collaborative Change Lover Maestro Turnaround Queen/King Configurer Flexible Dynamic Conductor Coordinator Resourceful Unflappable Change-ready Puzzle Rearranger Interactive Decision Maker Change Agent Priority Adjuster Enlister Red Flag Situations For Arranger These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Arranger. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Arranger: The Slow, Steady Slog. If you lead through Arranger and you’re in a slow-paced, careful work environment, you might get antsy fast. If you feel bogged down by obsolete processes or technologies, you’ll be dying to make the positive changes needed to move forward. If you happen to be on a team where the obsolete guidelines are sacred, you’ll want to find other parts of the job that are not so steady-eddie to keep your Go Button firing. Stay In Your Lane. Let’s say you lead through Arranger, and you’re responsible for marketing analytics. Although the job is typically focused on the marketing and sales teams, you see a cool opportunity to bring in a panoramic view with customer data and product data. Then you get the news that you need to “stay in your lane” - keep focused on the job you were given. This can be extremely frustrating if you lead through Arranger because the broad collaboration and the ability to adapt to the current times is exactly where your genius lies. 3 Fresh Application Ideas for Arranger These are ways to apply the talent theme of Arranger at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Arranger, put this talent to good use with one of these options: Stalemate. Imagine two teams have been battling each other for years. They never seem to agree on budgets. They seem to have competing priorities. Collaboration has halted. Consider bringing in someone on the team who leads through Arranger. They may thrive on the idea that they get to put together processes, plans, events, and tasks that will actually move both teams forward. It’s important to know that if you put them in a situation where you want them to get momentum where it stalled, they need to have enough sway to make things happen. If they get blocked and ignored, they’re likely to find a workaround, yet running into an entire team of people bellyaching about the change or telling your team member to “stop fixing what’s not broken” it will actually drain them rather than make them thrive. Progress During Adversity. Let’s say you lead a team of hardware engineers. Someone discovers a defect in the product that might set your go-to-market date back by two quarters. If someone on the team leads through Arranger, see what they can come up with. The puzzle of shifting resources, remaining unflappable, and keeping people enlisted in the project during these hard times - those are all things that this person will be fired up by. Matrix Mess. Imagine you’re like 49% of the workforces around the world, and you have a matrixed reporting environment. People might describe themselves as having 4 or 5 bosses. Let’s say you have a project that has become a complete mess. No one knows who owns it. Team members are spread all over the world, and no one can attend the conference calls at the same time. Most people work remotely, so getting everyone in a room to work things out is simply not an option. When you have a messy environment and a high stakes project that must get ironed out, call on your team members with the Arranger talent. Ask them specifically to focus on bringing functional collaboration. Ask them to be the maestro of the matrix. They will likely thrive if they get to think of themselves as a conductor in this seemingly muddled-up environment. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the About section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.  

I hear a lot of reflections about how to apply your CliftonStrengths talent theme of Belief to your career. In this series, you get one strength per post so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Belief Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. Here are a bunch of Belief-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Anchor Stable Grounded Mission-driven Certain Self-Sacrificing Values-Driven Evangelist Committed Principled Passionate Loyal (if values-aligned) Purpose-centered Altruistic Purposeful Consistent Advocate Inspirer Red Flag Situations For Belief These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Belief. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Belief: The mission isn’t what it seemed. For example, let’s say you joined a medical device company. You joined because you heard the vision of the lives you’d save with this new product that makes people’s pace makers last an additional 10 years. You were overjoyed by the idea of not putting elderly or weak patients into another risky surgery. A few months into the job, you overhear some people talking about a revenue strategy that makes you think they’re prioritizing revenue over the patient’s best interest. Now, if you lead through any talent and you think something unethical is going on, you’ll probably dislike it. But if you lead through Belief, and you suspect the mission that you joined the company for is a sham, it’s all over. Now I’m giving you an extreme example to make the point clear. Yet if you lead through Belief, be on watch for this. Even in small situations where things are not what they seemed on the surface (or people are not who they seemed to be on the surface), it is difficult to ever get your trust back. When you’re detached and “arms-length” because you’re skeptical, your engagement on the job changes. It can go downhill fast if you don’t get in front of this one. You have to work closely with your anti-belief. Let’s do another extreme example to make this one obvious. Say that you lead through the talent theme of Belief and one of your life’s missions is to protect and serve animals. You are an active member of PETA, which is something you spend every night on. In the daytime, you work at an advertising agency. Last week, you got assigned to a new client - and they’re a cosmetics company that does extensive animal testing. You try to suck it up because you need the job, but every time you talk to the product manager at the client, she makes your blood boil. If you lead through Belief, you probably can’t just grin and bear it. It’s more than that with Belief. Now, if you take a less extreme example, imagine that you learn a peer at work has a belief or closely held value that runs counter to yours. It gives you a seed of doubt about this person who you used to love working with. These are the moments you need to get ahead of before they derail the productivity you’ve always enjoyed when you work together. This is different for every person and every belief. For you, it may work out by simply finding other shared values so that you can feel rooted in other areas of trust. That can be a way to rebuild mutual respect. For others, it may be that you have to have an open conversation about your value that feels insulted. 3 Fresh Application Ideas for Belief These are ways to apply the talent theme of Belief at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Belief, put this talent to good use with one of these options: Product Evangelist. If you know your team member leads through Belief and they deeply believe in the “why” of the product, it’s on! Unleash them as a product evangelist. Make it a thing to share the features, benefits, mission, and delight with the outside world. In a time when consumers are skeptical about “sales-ey ad copy,” imagine what would happen if your team member ties a life mission to it. That’s a product narrative that your customers will get behind. You Need An Ethical Rock. Imagine a situation where bribes are common. Or a role where a person is placed in a lot of tricky ethical situations. This might be a great place to bring your ethical rock - someone who leads through Belief. This person’s clarity and convictions around ethics and values will allow that person to shine where others waffle. They will see clear moral standards where other people struggle with gray areas. Make Some Meaning. Regardless of the task, Belief is considered an executing talent. That means that it helps people get things done. As you can imagine, if you feel so passionate and connected to a topic that you would run through walls for it, then you’d have someone who is going to get some mega-big task lists checked off. Next time you need to apply the Belief talent theme, take time to connect the job responsibility with the bigger purpose. This brings the internal motivation to bring the A-game to the job. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the About section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of reflections about how to apply your CliftonStrengths talent theme of Command to your career. In this series, you get one strength per post so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Command Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. Here are a bunch of Command-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Strong-willed Bold Challenging Driven Truthful Decisive Determined Concise Unruffled Candid Honest Persuasive Frank Quick Direct Plain-spoken Leader On The Level Assertive Chaos Tamer Purposeful Influential Clarifier Forthright Straightforward Clear Communicator Strong Presence Unshakable Truth Teller Red Flag Situations For Command These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Command. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Command: Sugar Coating Culture. Do you have a team that avoids the issue behind the issue? Are there elephants in the room? Are people often beating around the bush? Are there passive aggressive comments? Do people skim past challenges because they’ll raise uncomfortable conflicts? Ooooh. If you lead through Command, all of the stuff I listed sounds awful. It could totally suck the life out of you. If colleagues sugar coat the bad news, you might feel like they’re patronizing you. If you lead through Command and you know a teammate is boiling hot about something, you want them to just say what it is. You will feel soul sucked if you think that work has turned into a giant mind-reading game. If you are great with the candor, yet you’re not feeling very tolerant of the over-harmonizing, I recommend practicing Radical Candor. Check out the book by Kim Scott. It’s a way of giving direct feedback with candor and compassion at the same time. You will become a great model for the team. They can watch you demonstrate candor in a way that they’ve never tried. Once they see how your truth-telling is a more efficient way to perform (and they get less scared of directness because they see the feedback working), you might be able to slowly turn the norms around on the team culture. Don’t Poke The Bear. See, if you lead through Command, you’re not afraid of poking that sleeping bear. Yet, when the corporate narrative is that you cannot challenge the assumptions of Mr. X (Mr. or Mrs. X could be any leader, subject matter expert, or sacred thing). If you lead through Command, you need the freedom to disagree (even if your stance is the unpopular one). You thrive when you can ignore the typical norms of an org chart where you’re “supposed” to defer to others and not dig underneath the decision to reveal a flaw. If you work in a culture like this, learn to bring your most mature version of challenging assumptions. You might be viewed as “having sharp elbows” or being too blunt. Yet truth-telling is how you thrive, so focus on the influencing part of the equation. Try a “yes, and” approach where you affirm something about what they did. Then your “and” comes in as a new layer of a building block, rather than calling them out. For example, Ted, I love how your solution put the customer experience right up front. And it strikes me that they’re likely to take this action next. In order to stay out in front of it, let’s add this element to your plan to make it lock-tight. See how that worked out? Rather than telling Ted he was a dumb dumb for missing a step, you built on his idea. And now he’s nodding along with you rather than resisting you or resenting you for catching his oversight. 3 Fresh Application Ideas for Command These are ways to apply the talent theme of Command at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Command, put this talent to good use with one of these options: When you need clarity over consensus. Sometimes you have a workplace situation that leaves one party to feel disappointed or upset - you know, one of those times when it feels like there will be a win-lose vibe by the department who doesn’t get their way?! When you need someone with an objective presence who can remove ambiguity, call on your team member with Command. Although they see consensus as a nice-to-have, it will not distort their decision-making process. This is great where you’ve had harmony-seeking teammates fail at getting to the core of the issue. When the messaging is a jumble. When you have a direction to communicate, and every department has thrown in their 2 cents…plus the kitchen sink, it can be a big ‘ol cluster. It can turn into an incomprehensible jumble-of-jargon. People who lead through Command are great concept people. They can easily narrow your thoughts into a few words or a few buckets so that people can understand the message clearly. Even in a small moment when you need someone who can “cut to the chase,” send in your person who leads through Command. They’re great at finding the three words that decode the mess in everyone’s head. When you need someone to take the driver’s seat. Maybe your team is in chaos. Maybe you have a lot wishy-washy-ness that has kept the team from progress. Maybe the team culture has always been one that defers to the leader, yet you don’t have time for someone to ask for your permission at every turn. When you need to get to a calm, clear future state, ask a person on the team who leads through Command to drive you there. They love being direct and decisive. They thrive when they can fix or manage out-of-control situations. And they will absolutely thrive if you give them permission to own it and then get out of the way. That will sound dreamy to most people with Command. When everyone else would be nervous to own a decision, they’ll be thinking, finally…less micromanagement. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the About section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of reflections about how to apply your CliftonStrengths talent theme of Communication to your career. In this series, I break down one strength per post so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Communication Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. We often see two distinct "flavors" of the Communication talent theme. You may have one. You may have both. One is fairness in the treatment of people. The other is standardization for processes. So here are a bunch of Communication-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Presenter Transparent Eloquent Captivating Expressive Clever Nuanced Conversationalist Entertainer Collaborative Poignant Vocal Word Nerd Explainer Evocative Witty Storyteller Writer Interactive Red Flag Situations For Communication These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Communication. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Communication: Dismissive About Words. If you lead through Communication, you believe that words carry truth. They matter, big time. Having your expression squashed or shut down will be draining. Seeing others get shut down will also feel draining. If someone keeps telling you to stick to the facts, and ditch the nuanced descriptors, you will likely feel handcuffed at work. Don’t Talk It Out. If you’re in a place where you’re expected to fully vet your ideas and think them through before expressing them, you may feel like you’re not at your best. If you lead through communication, your best ideas often happen while you’re talking out an idea…live! If you’re in a quiet, keep-to-yourself environment, it might feel stifling to you. 3 Fresh Application Ideas for Communication These are ways to apply the talent theme of Communication at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Communication, put this talent to good use with one of these options: Volunteer To Give Presentations. You can become known as someone who captivates others. This may be through the colorful, charismatic way that you present. Or, it can be that you’re utterly compelling because of the way you craft the story arc. Invest In A/B Testing. Although you may love to improvise because you’re a natural communicator, the extreme strength in communication happens when you focus on craftsmanship. Give a presentation with 3 different metaphors. Or try 3 different attention grabbers to kick it off. As you watch people respond, you’ll learn a lot about which nuance lands with your audiences. Borrow From Hollywood. Think of your favorite movie plot. Re-watch the film to study how they reveal each new twist. Jot down ideas for how you can use similar techniques at work to deliver a training topic or to communicate a customer message. Experiment with ways to remix their techniques for building tension, surprise, and contrast. Use them at work to keep your audience on the edge of their seat – even if it’s just for an email. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of reflections about how to apply your CliftonStrengths talent theme of Competition to your career. In this series, I break down one strength per post so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Competition Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. We often see two distinct "flavors" of the Competition talent theme. You may have one. You may have both. One is fairness in the treatment of people. The other is standardization for processes. So here are a bunch of Competition-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Winner Energetic Selective Intense Record Holder Driven Scorekeeper Striver Measurer Champion Challenger Scrappy Ratings Creator Gamer Performer Red Flag Situations For Competition These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Competition. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Competition: No Public Metrics. Call them KPIs. Winning Scorecards. Dashboards. Performance Metrics. Quotas. Standards. Job Levels. Targets. Whatever you call them, they’re something you need if you lead through Competition because you find it motivating to know where you stand. When there's no measure of success, you have no idea how you compare to others. And that’s no fun if your drive comes from your ranking of things. Everyone Gets A Trophy. If you're in a culture where people get rewarded for simply showing up, you might feel offended and drained. In a work environment, this can be more annoying than in 7-year-old soccer leagues because it tells you that you don’t work in a meritocracy. If everyone gets the same commission or bonus or job level for the same, mediocre performance, it will really take away the juice that makes you want to be awesome. 3 Fresh Application Ideas for Competition These are ways to apply the talent theme of Competition at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Competition, put this talent to good use with one of these options: Earn A Personal Record. Even when you run a 5k by yourself, it’s fun to set a personal record (PR). Translate this to mundane tasks at work to give yourself the juice to blast through them at work. For example, if you made 90 phone calls one day, challenge yourself to get to 100 tomorrow, or to get to 90 in 7 hours rather than 8. Help Someone Else Win. Share your hacks and tactics. Help other people on the team step their game up. Since winning is fun, you’ll enjoy treating someone else to that feeling. Also, it allows you to keep stepping your game up so that you can feel challenged in a pool of smart and formidable teammates. As the water level of the whole pool goes up, so does yours. So do the company results. Challenge Someone To A Duel. Find someone else at work who thrives on winning. Look for a top performer who will make you step your game up in order to win the bragging rights. Make it a duel that you have a chance at winning. At the same time, be sure it’s not a “gimme” because it’s no fun when you’re not even in a legit challenge. Of course, the smack talk and the energy of the competition is fun, yet it’s also a great way to meet company goals by pushing each other to set new records and pull off more than you’ve ever done before. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of reflections about how to apply your CliftonStrengths talent theme of Connectedness to your career. In this series, I break down one strength per post so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Connectedness Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. We often see two distinct "flavors" of the Connectedness talent theme. You may have one. You may have both. One is fairness in the treatment of people. The other is standardization for processes. So here are a bunch of Connectedness-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Integrator Idea-Connector Bridge-Builder Comforter Considerate Abundance-Minded Faithful Kind Listener Seeker Perceptive Unifier Caring Nature-Lover Advocate Open-Minded Philosophical Thoughtful Red Flag Situations For Connectedness These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Connectedness. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Connectedness: Silos. If your company is famous, internally, for a siloed, departmental approach, you might be drained by the closed-mindedness. When colleagues refuse to see that issues impact more than one small group, they could seem selfish. If you’re constantly trying to get people to be more aware of the downstream impact of their actions, you might wear yourself out, like you’re walking upstream in a fast-flowing river of non-collaboration. Experiencing Us vs Them Comments. If you constantly hear the service team complaining about the sales team, or the engineers complaining about product marketers, you’ll wonder how it’s possible to view things with such a self-serving mindset. You’re keenly aware of how we all have a ripple effect on each other. You even realize that disdain that is felt but not spoken has a ripple effect. If this is the vibe on your team, it can really bring you down. 3 Fresh Application Ideas for Connectedness These are ways to apply the talent theme of Connectedness at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Connectedness, put this talent to good use with one of these options: Help People Live In The Matrix. You naturally see connections among people and processes that other miss. If you have a matrixed organization, where people report to 4 managers, take calls all over the world, and connect via conference call and instant messenger all day, it can feel like a sea of disparate transactions. But they don’t seem separated to you. Volunteer your talent by showing the connections and helping your colleagues understand how things fit into the larger picture. Leverage Your Network. With your strong sense of community, you can connect people to each other to amplify the teamwork in your group. You might be the only one on the team who would realize that Susmitha does the same thing in India that Mateo does in Argentina. Not only can you give them a sense of community with each other, but your insights might allow for some efficiencies that no one else would have seen. Make Someone Feel Like They’re The Only One In The Room. In a hard-charging, distracted environment, your teammates are probably used to not being seen, heard, and appreciated. You probably have a natural ability to listen and make someone feel like you’re fully present in the conversation. What a great way to spread the ripple effect of kindness. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of reflections about how to apply your CliftonStrengths talent theme of Consistency to your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Consistency Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Consistency-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Policy-Maker Operations-Focused Rule Enforcer Compliant Systematic Even-Handed Standardizer Practical Reliable Pragmatic Equitable Efficient Steady Guardian of Equality Unbiased Fair Justice-Maker Egalitarian Impartial Promise Keeper Red Flag Situations For Consistency These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Consistency. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Consistency: Constant Customization. If you lead through Consistency, you might prefer stable routines and clear guidelines. If you do, you could feel very drained at work if all processes seem to be up for negotiation and tweaking. You have a keen eye for standardization and ways it could serve your team or customers better. If you feel like you constantly have to battle people to get them to follow the guidelines, it could be a real soul-suck for you. Special Favor. If you lead through Consistency, you might have more of the people-fairness variety of the theme. With this, you believe that people should be treated equally. If you observe a team or a person getting unfair advantages or special favors, it will annoy you. If you see a specific person getting an unfair disadvantage, you might even find yourself taking action as their advocate. If you’re in this environment and it feels unfair to you, you would likely feel drained by the culture because it runs counter to your personal values. 3 Fresh Application Ideas for Consistency These are ways to apply the talent theme of Consistency at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Consistency, put this talent to good use with one of these options: Document Things. If you like the process side of Consistency, document processes so that they can be referenced by new hires or people new to that task. That way, the likelihood of inconsistencies goes down because they’re following your steps rather than loose verbal instructions that Emma-down-the-hall mentioned. Stabilize After Change. After a re-org or merger or team shake up, you’re likely going to create new norms, routines, and standards for yourself. It would be something that you naturally do because you want to get back to a routine that feels normal again. This is a great time to offer your processes to the team. Imagine how a standard operating procedure guide might help others find some calm in a sea of chaotic change. Even if you make something as simple as the “who does what” list, it will help people figure out the new norms. Rules Role. Look for responsibilities that allow you to establish or enforce guidelines. Even in knowledge worker roles, I’ve seen people become the creators of the team manifesto or the “keeper of the brand promise.” It’s a way to help the team keep standards, even when they’re inconvenient. Get an ISO 9000 certification. Become a Six Sigma black belt. Volunteer for compliance-related responsibilities. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of curiosity about how to apply your CliftonStrengths talent theme of Context to your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Context Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Context-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Grounded Researcher Company Storyteller Perceptive Highlighter Business Unit Biographer Studious Collector Culture Keeper Archiver History Buff Trend Spotter Comparer of Then & Now Corporate Archaeologist Red Flag Situations For Context These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Context. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Context: Rework. If you lead through Context, you value lessons from the past. So it would make sense that if you live in a work culture that experiences constant rework (especially rework caused by repeating the same mistakes over and over), you will likely feel frustrated. If you lead through Context, you proactively avoid failure by learning from the past - this is how you naturally think. You would use that information and insight as often as possible. Someone else already did the work or learned the lesson, why re-learn it the hard way? So watch out for frustrating rework. If your colleagues never slow down to understand where you came from so you can make informed decisions as a team, you’ll likely resent that you keep running into the same obstacles. Bull In A China Shop. Imagine a culture where the mantra is “just ship,” where the ultimate priority is to quickly and consistently get new products out the door. Don’t stop, don’t look back. Well, that action bias might work great, yet moving forward hastily without knowing how we got there also has risks. If you lead through Context, you’ll be keenly aware of the potential to lose your grounding in the why and how. When the past is forgotten or under-valued, you might even feel under-valued as a contributor because you would feel like your opinion doesn’t matter. You will also feel drained if people ignore the lessons of the past by blazing forward, breaking things in the China shop, that could have stayed in perfectly good condition. 3 Fresh Application Ideas for Context These are ways to apply the talent theme of Context at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Context, put this talent to good use with one of these options: Culture Keeper. Help your organization strengthen its culture through folklore. For example, collect symbols and stories that represent the best of the past. Use these to celebrate people’s contributions. Give major wins some air time. Rather than forgetting accomplishments one day after they’re done, celebrate their meaningfulness. This can help people feel that they are part of a legacy. Maybe you’ll inspire someone to honor the legacy of people before them. Or maybe you’ll inspire someone else to imagine how they can be remembered for significant accomplishments. Create a Hall of Fame award to show how early results and legacy team members have shaped the company you are today. Fail Forward. If “failing fast” is a part of the culture, volunteer to use your Context as a way to index the learning and keep it in a place that people can easily find it. Whether that’s a wiki or a story or a resource list or a lessons learned document, give people a way to remember this thing as they blaze into the future. You’ll help the lessons not get lost in the chaos. Study Success. Look at examples from the past that worked. Replicate those things to demonstrate how looking to the past for a minute can help you in the future. This is a great way to enjoy a look back while also making it useful for the current state. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of curiosity about how to apply your CliftonStrengths talent theme of Deliberative to your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Deliberative Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Deliberative-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Cautious Safe Problem-Averter Observant Careful Serious Private Risk-Manager Forward-Looking Confidence-Keeper Sensible Spotter of Downstream Impact Thoughtful Guardian Threat Mitigator Think 7 Stops Ahead Guy/Gal Red Flag Situations For Deliberative These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Deliberative. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Deliberative: Ready, fire, aim culture. If you lead through Deliberative, you’ll likely be frustrated if you’re surrounded by hasty decision-making and action. You likely prefer to be careful and considered. You probably prefer to get it right rather than to get it done yesterday. If you’re in a culture where preventable mistakes happen often, you could get extraordinarily frustrated by this lack of prudence. Lovey, huggy, happy hour culture. Often, those who lead through deliberative are private people. They’re slow to open up personally at work. They often see work as work, and friendships as friendships. Yet as workplaces become more informal, it’s more common to see personal questions, shared emotions, friendships, and hugs. These things could be off-putting to you if you lead through Deliberative. And if you seem like the odd-person-out…wondering, “why are you in each other’s personal business so much” it might drain you as you wonder why they can’t just come in and get the job done. 3 Fresh Application Ideas for Deliberative These are ways to apply the talent theme of Deliberative at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Deliberative, put this talent to good use with one of these options: Volunteer To Be The Risk Manager. If you lead through Deliberative, you’re likely exceptionally talented at thinking ahead about the pot holes the team might fall into. If you play that up on purpose, you can help the team in many situations where they’d otherwise step right into a pile of poo. Be sure to affirm parts of the idea or direction that you support, and that you’re calling out these “watch outs” so that the project or product can be successful and not get unraveled by an unforeseen roadblock. Find Confidence In Your Judgment. You have confidence in your own judgment, so take action on what you think is sensible, regardless of the impact on your popularity. Know that it’s possible to get labeled as a “Debbie Downer” type if you are the one always coming into meetings as the Devil’s Advocate for someone’s idea. With a slight tweak in your delivery, there’s huge power in this confidence that you see things others may not see. By adding a phrase, “I know it won’t be popular to share an insight that might slow us down, yet it’s worth it to share this insight that might put our goals at risk.” Then share the risks in the spirit of keeping on track to reach your team goals. This is a huge value to the team because it’s easy for most people to get blinded by the glossy, sexy parts of the project - and skim over the potential risks and downsides. Match Up The Gas And The Brakes. If you take an easy StrengthsFinder metaphor, you could say that the Activator talent theme likes to press the accelerator pedal of the car, and Deliberative likes to pump the brakes. Both are useful for the team. If you lead through Deliberative, you have a voice that needs to be heard on the team. And it’s one that many people miss. If you’ve ever seen head butting on a team where someone wants to slow down and ask questions…meanwhile someone wants to speed up and get the next thing off of their plate, you can see where an inherent conflict might exist. On the other hand, if you consciously partner up and make this a yin-yang thing, you can get the benefits of Activator-urgency and Deliberative-accuracy and risk mitigation. The trick is to go find the yin to your yang before there’s a conflict so that you can appreciate each other’s perspective and bring out the best of the combined approach. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of curiosity about how to apply your CliftonStrengths talent theme of Developer to your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Developer Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Developer-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Coach Teacher Mentor Celebrator of Growth Advocate Capabilities Cultivator Encouraging Foster-er of The People Caring Patient Perceptive Recognizer People-Investor Talent-Nurturer Potential-Spotter Red Flag Situations For Developer These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Developer. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Developer: Wasted potential.  If you lead through the Developer theme, it will frustrate you if you see people being typecast into a single function. You see potential in people that other people are often not willing to see. For example, you might see careers being limited because someone doesn’t have a degree or they lack some experience. Yet you wish for people to take chances on them and let their talents bloom. This seems a bit odd as a red flag for Developer (if you don’t lead through this talent) because it’s often demoralizing for the person who leads through Developer when the overlooked talent is actually other people on the team. This isn’t weird at all to someone with Developer though - they feel enlivened by cultures that help each person reach their full potential. And they feel stifled and demotivated when they see potential getting wasted. Being the fixer. Now this red flag is actually self induced. It happens when you fall into a bit of a martyr syndrome, where it’s your mission to help every person be seen and heard and appreciated for what they are - even when they don’t want it. If you see that someone is consistently struggling the role, and they don’t want to be helped…or when you see that someone is a cancer on the team and they don’t want to turn around, you might want to let it go. I’ve seen this happen in organizations where low performance was tolerated for awhile, and complacency has set in. Now, as you swoop in to try to pump them up to see their greatness, they’re having none of it. If you see it as your job to turn them around, this burden can get emotionally heavy for you. Don’t let it bring your performance down. Now, I say all of this, knowing that you will still see potential in them. You’ll still believe in them. But you can’t make everyone care. You can’t own their performance results. They have to take accountability too. 3 Fresh Application Ideas for Developer These are ways to apply the talent theme of Developer at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Developer, put this talent to good use with one of these options: Celebrate what you see. Fill some buckets, and do it over the seemingly small stuff. You’ll naturally see these small accomplishments because you know they aren’t small when you add up the ripple effect. For example, if you know a numbers-crunching peer has been working on their communication skills, compliment them when you see them customizing their interactions to be more palatable to the listener. When someone knows they’re on the right track, they’re more likely to continue on that track. Although it’s popular right now to bemoan the “everyone gets a trophy” mantra, you see the value in giving out small, metaphorical trophies for each person’s small wins. Don’t let that trophy thing get in the way of you noticing what works. You’re not giving away disingenuous compliments. You’re not giving them a participation trophy. You’re celebrating the small things so that they can tell that their efforts are actually working. Share your optimism behind the scenes. Tell a person what you see in them. If you lead through Developer, you can often see potential in people that they cannot see in themselves.   Make it a daily practice (or at least weekly), to share with someone how much you admire a thing about their work (or their work style). When you help someone see that their ability to provide clarity is useful to others, they’re more likely to give it in the future. When someone knows that their way of telling stories through data is insightful for others on the team, they’re more likely to share that data with the team next time. Give these small, personal encouragements so that people can see that their common sense is special…it’s in fact, not common at all. Nurture new hires. Be a mentor. Volunteer to help with on boarding programs. Make newbies feel welcome. Take someone who is green under your wings. Tell them where the learning curve will be steep in a new role, and how to get some quick wins within their first month on the job. Any of those things will be easy for you to know and convey - and it will be energizing for you to see new people step into their potential faster. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of curiosity about how to apply your CliftonStrengths talent theme of Discipline to your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Discipline Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Discipline-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Organized Orderly Well-planned Predictable Structured Team Blueprint Maker Reliable Timely Gantt Chart Lover Routine Exacting Goal Systemitizer Neat Efficient Meticulous Red Flag Situations For Discipline These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Discipline. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work. Here are two Red flags for Discipline: Flavor of the month culture. People who lead through Discipline love routines, processes, systems, structures, and long term planning. They’re always scanning for what the norms are so that they know what to expect. If your team culture tends to have a lot of “flavor of the month” initiatives that start and stop, it might be maddening for you. Be on watch for these red flags, and look for the ones that bug you and kill your mojo. For example, you might be fine with a monthly book study initiative because you know that people are talking about the latest and greatest business topics. But if you notice that there’s a new flavor every month for the customer onboarding process, you’ll likely be frustrated because you can’t map your personal responsibilities to the ever-changing systems and frameworks. We’ll know the day’s priority when that day rolls around. If you have to be reactive at work, take note of whether this drains you. For example, if you work on dispatch (like, I don’t know what I’ll do that day until the customer calls start rolling in), that might be stress inducing. Or, if your days are filled with urgent requests that blow up your already-planned week, you might go crazy. That will not be fun. Especially when you feel a need to be precise and accurate. When urgencies blow up your day, you’re not only off-routine, but now your other plans are at risk for solid execution. Of course, most people don’t like it when their days are hijacked by someone else’s priorities, yet if you lead through Discipline, this can be especially draining. If it’s an unavoidable reality of your workplace, do your best to set up a structure that allows for the lack of structure (like pre-planned buffer time). 3 Fresh Application Ideas for Discipline These are ways to apply the talent theme of Discipline at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Discipline, put this talent to good use with one of these options: Share project planning templates. One of my friends (Laura, you know who you are), leads through Discipline. One day, she told me about her wedding planning spreadsheet. It had every potential vendor for every element of the event. Each vendor had categories that reflected their priorities and preferences so that they could be scored on a rubric of sorts. Everything had deadlines and timelines to seamlessly make every decision, bit by bit, so that things didn’t pile up into a big stress ball near the wedding date. When her friend marveled over this document, Laura was surprised that other people didn’t make spreadsheets like this. As you might guess, this is a superpower that extends into all areas of work and life. So if you lead through Discipline, share those documents with colleagues. They don’t have systems, structures, and routines like this in their lives. And they’d love to use your awesomeness to make their lives more streamlined and structured. Volunteering your project plans and routines to the team can be an amazing contribution. Create order. If you manage someone with the Discipline theme, think of them when things are in chaos. Whether you just went through a re-org at work, or if a new product launch created chaos, many people will naturally crave order. Whether you ask them to do it or not, people who lead through Discipline probably already have new systems, processes, and routines they’ve established to adapt to the new order. So why not mine this for the benefit of the whole team? Next time a major change is happening, think of them and ask them to help people get to their new status quo. This is brilliant because many people think of “change management” as the people-related stuff - like getting emotional acceptance for change. Yet often, the simple, day-to-day systems and routines bring the team a lot of that settled feeling. If you personally lead through Discipline, offer your new routines and hacks to your teammates. They’ll love how you’ve already moved into efficiency mode, and that you’re saving them time on the learning curve. Long haul view. If the team is great at starting things, and then fizzles in the middle, consider defining the role of the person with the Discipline talent theme to keep things on track over the long-term view. They have a long view of projects. They love to ensure that things get done over time. They’re not procrastinators, and they won’t fill the team’s inbox with urgent requests because they let the tasks in the middle of the project fall off of their radar. Nope! Instead, they are tuned in throughout the whole thing. Even if the person’s role isn’t formally a program manager or project manager role, they likely think like a PM. So use that for the good of the team. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around. And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of curiosity about how to apply your CliftonStrengths talent theme of Empathy to your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make a better alignment between your job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Empathy Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Empathy-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Spidey Sense In Tune Perceptive Feeler Caring Sage Listener Sympathetic Absorber Confidant Friendly Intuitive Red Flag Situations For Empathy These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Empathy. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached and disengaged at work. Here are two Red flags for Empathy: Give Me The Facts, I Don’t Care How You Feel. For someone who leads through Empathy, the emotions are where the truth lies. If you’re in a work culture that not only loves facts and data, but takes it further by also mocking or disregarding emotions, it might suck the life out of you. The Helper Job. Many people who lead through Empathy are drawn to helping careers like nursing, customer service, counseling, or support desks. Although you can provide a great service to those on the receiving end, you can also do yourself a disservice if you allow the escalations, irate customers, pain, and suffering into your psyche every day. The drain of these situations can be significant if you don’t get ahead of it and have a regimen for boosting the ratio of positive vibes. 3 Fresh Application Ideas for Empathy These are ways to apply the talent theme of Empathy at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Empathy, put this talent to good use with one of these options: Persuasion Ninja. People who lead through Empathy innately know that people make decisions with their emotions and they justify those decisions with logic. Next time your team needs to be persuasive for a presentation or business case, get someone with Empathy to help you think through what you want to make the audience feel…and then now to present a story or data to make that happen. Name It. Many coaches and therapists have used a technique where people name their feelings. People who have the Empathy talent theme can often do this more readily. They understand that our thoughts create our feelings. And then they can name the feeling (beyond the obvious first ideas, like “anxious”). If they act as a model for how this can boost collaboration on the team, they can show others how effective it is. For example, imagine someone saying, I felt totally divided and disheveled when both teams demanded the opposite solution. Notice The Unnoticed. Often people with the Empathy talent theme will catch the unspoken elephant in the room. They’re the person who knows that everyone is nodding their head as if they’re aligned…yet that Frankie is not going to implement the agreement when you leave the room. Someone with the Empathy talent theme can be the one to say, “Hey Frankie, you look like you might have a reaction to this - what’s your opinion?” That small action of calling out an eye flinch that no one else saw may have saved the team 3 months of re-work and in-fighting. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of curiosity about how to apply your CliftonStrengths talent theme of Focus to your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make a better alignment between your job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Focus Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Focus-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Selective Singular Efficient Persevering Concentrated Goal-oriented Monomaniacal Prioritizer Rudder Intentional Driven Red Flag Situations For Focus These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Focus. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached and disengaged at work. Here are two Red flags for Focus: The Do-Not Do-Not-Disturb Team. You know that setting on your instant messenger - the DND (or Do Not Disturb) setting? Well, it very well may be imperative for someone with the Focus talent theme. Yet if you lead through Focus and you believe that the only acceptable way to behave on the team is to be always-on and fully distractible, this will severely challenge your success. I recently met a woman who said if she didn’t keep Skype open all day, she’d get feedback immediately about being un-collaborative or unhelpful. Squirrel Brain. You know that saying when you’re in the middle of a thought, and then you go on a tangent, and then you come back and claim, “Sorry, squirrel.” If this is how the team always works - exploring rabbit trails, going off-topic in meetings, and playfully admiring the team ADHD, it will be enormously frustrating for someone with the Focus talent theme. If you lead through this theme, you know you’re talented at being monomaniacal. You naturally use FOCUS like an acronym to stand for Follow One Course Until Success. If the team is pinging around all over the place, you might stay in frustration zone. 3 Fresh Application Ideas for Focus These are ways to apply the talent theme of Focus at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Focus, put this talent to good use with one of these options: Team North Star. When your team has been bogged down, and there are way too many tasks to do within the allotted amount of time, use the Focus talent theme as a compass. This person is naturally going to keep the end in mind - they can probably see a straight line to the finish line. So when your team seems distracted by low-priority urgencies and pet-projects, give the Focus talent theme a voice by asking them to keep pointing to the most important thing. Project Plan. Next time there’s a big shake-up at work, (imagine a re-org or acquisition or team changes), have the person who leads through Focus clear up the murky waters for everyone. Often, when these big changes happen, people can’t make sense of their day-to-day work for the first few months. With the Focus talent theme, they can break things down into baby steps, important dependencies, and a project plan. This turns stressful chaos into order. Alone Time. A person who leads through Focus will often be at their best when they’re left alone to get the job done (after the planning phase is over). Allow this person to buckle-down and do the tasks. Usually there’s no need to micromanage someone who leads through Focus. They’re great at making the most of quiet time, and moving things forward in a blitz of action. Here's Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.

I hear a lot of curiosity about how to apply your CliftonStrengths talent theme of Futuristic to your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make a better alignment between your job and your strengths. – If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Futuristic Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it’s full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually “the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting – to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Futuristic-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Visionary Imaginative Creative Inspiring Energetic Vivid Forward-Looking What-If Thinker Anticipator Dreamer Futurist Predictor Red Flag Situations For Futuristic These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Futuristic. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached and disengaged at work. Here are two Red flags for Futuristic: The “If It Ain’t Broke, Don’t Fix It” Culture. Imagine the situation where the status quo is a good thing. You might work with a teammate who wants to steadily maintain the current excellence on the team. Yet you see standing still as shrinking into the past. You look ahead. You see a vision of “what can be” in the coming months and years. And you like to step forward toward that vision (even if they are baby steps). Yet if you encounter a work culture or colleague who constantly tells you to leave well enough alone, you might feel stifled. The “We Already Tried That And It Didn’t Work” Culture. Think about this scenario. You have a great idea for a process improvement. It’s big and bold and it requires some action-taking from others on the team. When you present your ideas, they quickly shut you down because they tried that two years ago and it failed. If this is a common experience for you and you lead through Futuristic, you will likely get frustrated with how they’re stuck in the past. You know that two years ago, things were different. The team was made of different people. The technology wasn’t ready. The implementation didn’t get followed up on. There are a hundred variables you can see that make it different today, and it would be maddening to the Futuristic talent theme to be dismissed because of dated ways of viewing the work. 3 Fresh Application Ideas for Futuristic These are ways to apply the talent theme of Futuristic at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Futuristic, put this talent to good use with one of these options: Visualization. Encourage your Futuristic team member to spend 30 minutes each week thinking about the future of your department. Encourage the person to be extra concrete and visual with the vision for the future. Tell them to imagine what is already true and good and possible on the team – and then to project those good things into “what could be” 1-2 years out. The more vivid and concrete these ideas become, the more compelling they’ll be to other people as well. BHAGs and Dreams. If someone on your team leads through Futuristic, let them in on your BHAGs (Big Hairy Audacious Goals). Tell them about your career dreams. Ask them about their life dreams. This person thinks a lot about the future, and giving them space to marinate on those inspirational futures can be an energizing headspace for them. Many leaders will hesitate to share visions or ideas that are not fleshed out enough – they don’t want to lead people on. Yet those who lead with Futuristic can help you do just that. They can help you turn those dreams into realities. Early Adopter. If you have a major change, and you know people will resist, consider enlisting the help of a team member with the Futuristic talent theme. For example, let’s say you’re implementing a new CRM system and your existing Customer Relationship Management system has been in place for 12 years. The changeover will undoubtably cause some people pain for a few weeks, yet you know the new features are going to wow the team soon after. Someone with the Futuristic talent theme can see from here to there. They will not get mired down in the switching costs and how much extra work it will cost them over the next few weeks. Enlist them as an early adopter and promoter of the new change. Here’s Your Personal Branding Homework Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Want To Do StrengthsFinder Training With Your Whole Team? If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them.

I hear a lot of curiosity about how to apply your CliftonStrengths talent theme of Harmony to your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make a better alignment between your job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Harmony Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Harmony-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Agreeable Mediator Pragmatist Diplomat Tactful Ambassador Sympathetic Diplomatic Ruffled Feather Smoother Similarity Spotter Consensus Finder Red Flag Situations For Harmony These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Harmony. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached and disengaged at work. Here are two Red flags for Harmony: The Awkward Hushes: Imagine the situation where you walk into the kitchen at work, and you hear two of your teammates talking about another colleague and how to undo that thing that they all got pressured into. This makes you feel super uncomfortable, because you don’t like constant conflict - and it bugs you that they won’t work it out in a healthy way in the room together. If you see a lot of closed-door conversations or offline conversations that seem secretive, this environment might feel toxic to you. The My Way Or The Highway Team: Lets say you’re are a member of a team that has a few very strong personalities. Instead of focusing on what needs to be done during a meeting, many of the team members spend a good chunk of the time re-hashing things that you thought were addressed last week. They tend to do this. When they don’t get their way, they won’t let a topic die. This meeting deja vu is wasting your time, and it might crush your mental energy because you can so clearly see the common ground that they can’t see because they’re unwilling to hear the other party’s point of view. 3 Fresh Application Ideas for Harmony These are ways to apply the talent theme of Harmony at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Harmony, put this talent to good use with one of these options: Find The Same Page. When you’re on a team that has a lot of unproductive fighting, ask your person who leads through Harmony to give voice to the things that they agree on. It can add a lot of value to the team to say, “It strikes me that we agree on these 4 things, and that item #5 is the only one we need to work out.” It will feel like Mr. Obvious to someone with Harmony, yet often with internal battles, people get lost in the argument and can’t stay clear and objective about what they’re negotiating. Set Agreements In Advance. If you see an issue that will likely lead to conflict with your team member who leads through Harmony, have them consider what could go wrong in advance. Have them chat about expectations with their teammates before the issue happens so that when it comes up, it’s easier to raise the situation. This will keep them out of conflict avoidance mode. Get A Wing Man. Ha! Not in that way. It’s a talent wing man. This is to have the person who leads through Harmony to match up with a person who leads through Command or Self-Assurance or Activator, basically, someone who will not waffle on a topic - they’ll be a partner who can help things move along and not get stuck when conflict arises. This partner can sometimes take over the conflict resolution. And, this person can also be a conflict-mentor who helps the person with Harmony see how things go down when they are addressed immediately and firmly. Although the person with Harmony won’t deliver the messages in the same way, they’ll get some resolution ideas and confidence by watching the masters at work. So there you have it. It’s a quick tour for building your career through the talent theme of Harmony. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I get tons of questions about how to go deeper to align your CliftonStrengths talent theme of Ideation with your career. So in this series, I break down one strength per post. That way, you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. - If you’re reading as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re reading for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. Today, the talent theme of the episode is Ideation. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas Career Branding For Ideation You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing in most resumes and profile is "the how,” and this is where your StrengthsFinder talent themes live. This is an overlooked use for LinkedIn. That's why it's not just for job seekers - it's also about shaping your career. I bet you are just like my StrengthsFinder training clients, where you don’t see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It's where your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. Rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of adjectives you can consider using in your career branding and your LinkedIn profile: Discoverer Insightful Unbound Stimulator Fascinated Designer Creator Innovator Brainstormer Spontaneous Fast-Thinker Red Flag Situations For Ideation These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Ideation. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to disengage on the job or become detached at work. Here are two Red flags for Ideation: The “Yeah, But” Team. This is the team where there’s a table full of devil’s advocates ready to pick apart every idea. See, if you lead through Ideation, you love having ideas. You love exploring ideas. You love talking through them to see what they could turn into. If you’re part of a team that instantly greets new ideas with “Yeah, but that will never work here” or “Yeah, but we tried that two years ago and it didn’t work” “yeah, but” “yeah, but”…you’re going to feel really shut down if you lead through Ideation. The “Little Less Talk And A Lot More Action” Team. This is the team that loves to execute and crank out volumes of transactional work. If you’re on a team with this type of job responsibility, be on watch for what’s valued in the culture. Often you’ll hear that they need less talk and more action, which to you means fewer ideas, less exploration, and less growth. Which leads to boredom. Which leads to the death of your soul. I’m dramatizing, yet if you lead through Ideation, you likely love to think and dream and expand beyond what’s going on today - and to do that requires thinking and talking through new ideas. If your ideas constantly get squashed, you’re likely to feel like the environment is a total downer for you. 3 Fresh Application Ideas for Ideation These are ways to apply the talent theme of Ideation at work, even when the job duties on the team feel pretty locked in. If you’re listening as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Ideation, put this talent to good use with one of these options: Making Unlikely Connections. People who lead through Ideation are great at brainstorming ways that things could be repackaged or reimagined. For example, they could take a stale product line and bring you 3 ideas for ways that they could be refreshed or remixed to solve a new problem for customers and create new revenue streams. The Blue Sky Dreamer. If you want the team to be thinking about what you could accomplish if you really dreamed big - without constraints - this person will be great at leading, generating, and even facilitating this kind of thinking from others. When you’re trying to pull the team out of the status quo, someone with Ideation would love spearheading that type of mental exercise. 10 Better Ways. Lets say you work in a customer-facing role, and your team uncovers that customers do not understand or use your help page when they have an issue. If you assign the person with Ideation to come up with 10 better ways of solving the problem for the customer, they will likely have a blast and offer innovative ideas that the team loves. So there you have it. It’s a quick tour for building your career through the talent theme of Ideation. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I get tons of questions about how to go deeper to align your CliftonStrengths talent theme of Includer with your career. So in this series, I break down one strength per post. That way, you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. - If you’re reading as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re reading for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. Today, the talent theme of the episode is Includer. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas Career Branding For Includer You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing in most resumes and profile is "the how,” and this is where your StrengthsFinder talent themes live. This is an overlooked use for LinkedIn. That's why it's not just for job seekers - it's also about shaping your career. I bet you are just like my StrengthsFinder training clients, where you don’t see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It's where your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. Rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of adjectives you can consider using in your career branding and your LinkedIn profile: Accepting Expander People-Aware Integrating Welcome Wagon Interactive Others-Oriented Warm Barrier-Buster Inviter Tolerant Red Flag Situations For Includer These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Includer. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to disengage on the job or become detached at work. Here are two Red flags for Includer: Cliques. If you lead through Includer and you sense that the existing tight knit relationships inside of the company are impenetrable, it’s going to feel like a really frustrating place to work. If you think that your industry is filled with good ol' boys clubs, you are going to feel more than left out, you might begin to resent the structure and the idea of being closed off to outside viewpoints. The idea of in-groups and out-groups and exclusion really sucks the life out of someone with Includer. Loud Voices Always Win. If you work on a team or in a company culture where the ideas that get implemented seem to always come from the most talkative, extroverted, or loud people, you might begin to question the values of the company. When you lead through the Includer theme, you are keenly tuned in to each person‘s contributions and ideas...not just the ideas that are spoken aloud. So if it appears that the only way to succeed is to be a bold talker, you may come to resent this idea. This can be true even if you are extroverted or comfortable speaking aloud. When you have Includer you will be aware of this dynamic on behalf of other people. 3 Fresh Application Ideas for Includer These are ways to apply the talent theme of Includer at work, even when the job duties on the team feel pretty locked in. If you’re listening as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Includer, put this talent to good use with one of these options: Assimilate New People. A great way to use the Includer talent is to help integrate new people into a team or a culture. You can make them feel part of the group quickly, and help them feel seen and appreciated, even when they are new. And being assigned to this kind of work is the type of thing that might light up the soul of someone with the Includer talent. This could be a new hire or a new team member or even a new customer - this is a fun way to feed the Includer talent theme while also making someone else feel like they’re a critical part of the group. Interested Party Finder. This one is about uncovering people who are interested in being involved in a project you may not know about. It makes me remember a customer situation where a team I worked with in Malaysia told me they were so frustrated that they were never consulted about the advertisements that were placed in their country by their marketing team. There was a billboard strategy across the company, but they felt that billboards were a waste of money in Malaysia because, living in the jungle, the logos and the text on the billboards constantly got covered up by fast growing trees. This is an example where the locals were contacted for translation, but not genuine localization. This is the type of investigation someone with Includer would be great at. They can find stakeholders who are feeling ignored, and give voices to people with no voice. They can help you prevent vetoes or internal battles that could’ve been prevented with better listening up front. Turn On The Megaphone. If you have people on the team who seem to never contribute in conversations, assign it to someone with Includer to turn the megaphone on for them. Often, quiet people will give their opinion if they are asked. If a person with Includer gets in the habit of saying things like “Maria you know a lot about advertising in southeast Asia; we haven’t heard from you yet. What do you think?“ You can unleash the power of hearing from people who are used to not sharing their voice. It will be fun for someone with the Includer talent to notice and bring those voices out, rather than being annoyed that the project leader is not doing this. So there you have it. It’s a quick tour for building your career through the talent theme of Includer. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I hear a lot of curiosity about how to apply your CliftonStrengths talent theme of Individualization to your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make a better alignment between your job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas Career Branding When Individualization Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Individualization-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Perceptive Astute Insightful Outlier Detector Customizer Anthropologist Uniqueness-Spotter Sees Who People Are Observant Biographer Red Flag Situations For Individualization These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Individualization. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached and disengaged at work. Here are two Red flags for Individualization: Execution Over People. Imagine going to a kickoff meeting for a new project team, and the head of the team dives right into the task list. They don’t give you time to get to hear how each person’s strengths can fit into the bigger picture. They don’t even give you a second to get to know the people you’re going to work closely with. If the feeling of brushing over or devaluing the people side is part of the culture, it might be really draining for you when you lead through Individualization. This is because you thrive by knowing what makes each person tick. You’re at your best when you can see how people’s differences are their differentiators. Without having this step, you’ll feel like you need to cram that into your personal process. And if there’s no time made for “those soft things” you’re going to feel drained. One Size Fits All Rules. Imagine a situation where your manager distributes a list of canned responses that you are required to use when contacted by any customer. You are told not to deviate from this list, regardless of the person’s individual needs. I remember this happening early in my career when I was required to answer the phone by saying, “It’s a great day at ACME Company, how may I help you?” This drove me crazy. Although I could appreciate the positive vibes, it felt fake. Those were not words I’d ever choose, and they never felt genuine coming out of me. This is a double whammy for Individualization. First, if you have this theme, you likely don’t believe that one size fits all. Each person would be better off coming up with their own version of a positive vibes greeting. Secondly, if you have Individualization, you might dislike being boxed into rules. So when a one-size-fits-all rule gets implemented, it’s going to feel like an energy vampire every time you have to execute on it. You likely feel that any list of responses should only be a guideline. And you’ll know that it could be made better if you could put a unique spin on it based on each customer’s style. 3 Fresh Application Ideas for Individualization These are ways to apply the talent theme of Individualization at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Individualization, put this talent to good use with one of these options: Style Spotting. When you get a new customer, and your team doesn’t know anything about them, assign someone with Individualization to research the customer and create a style profile. They’ll have fun uncovering how they are unique, and what kind of communication they prefer. Team Connector. Say you have a newly formed global team that’s working on a huge new project. You don’t know most of the team members, and they don’t know each other. Everyone’s in a different time zone, with unique cultures and experiences. If you want to kick off with a team building meeting or a get-to-know you activity, assign it to someone with Individualization. Even if you’re listening as an individual contributor and no one assigns you a task like this, take it on yourself. Find one fun fact about each person and make a one-pager that shows each person’s photo, role on the project team, and one fun fact. This will be a fun and useful exercise for you, which will help you get you feel more productive because you now know something about each person. And it helps the team connect as well. It’s a win all the way around. Objective 3rd Party. If you have a personality clash on the team, or you’re having one yourself, call on a teammate who has Individualization. This person can be the objective 3rd party who is excellent at seeing the gifts and positive intent of each person. Often, their deep intuition for seeing value in each person can bring the battling parties to see that they’re not so far away from each other. Often, they can find the differences and see how they can be used as a positive partnership. Of course, use this one with caution. You don’t want to send in a peer as an arbitrator when the goals are not artfully set up and executed. Yet, if you have a highly mature and self-aware team, this is an outstanding use of Individualization. So there you have it. It’s a quick tour for building your career through the talent theme of Individualization. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I get a whole lot of questions about how to amplify your CliftonStrengths talent theme of Input with your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make a better alignment between your job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas   Career Branding When Input Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Input-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Inquirers Collectors Information Sponges Generous Appliers of Knowledge Well-Read Knowledgeable Researchers Investigators Corporate Librarians Archivists Curators Workplace Archeologists Red Flag Situations For Input These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Input. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached and disengaged at work. Here are two Red flags for Input: Busy work. Because people with Input like to learn and then aim that learning at something useful, it’s really draining to do tasks that seems like “make work.” If you lead through Input and you see this happening, challenge yourself to share insights or document the process to make it useful to someone else. This way, you can still feel like you’re curating something useful to teammates. Outdated or unsearchable tools. If you lead through Input and you see something like a database or CRM system or customer service tool that is not kept current, it will be draining. You’ll be able to see the huge value in sharing information, and it will be extremely frustrating to find that others don’t value the repository in the same way. 3 Fresh Application Ideas for Input These are ways to apply the talent theme of Input at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Input, put this talent to good use with one of these options: Make information findable. If you lead someone with Input and you want a system for curating, storing, and finding information that everyone can use, send it over to someone with Input. Whether you ask them to make a Wiki or update an intranet page or collect FAQs, the idea of gathering and sharing useful information will light up someone with Input. Research deeply. When you need someone to do a deep research quest, ask someone with Input. They’ll enjoy looking through archives, learning, and then distilling the important parts down to make them usable to others. The idea of researching and applying is highly energizing for those who lead through Input. And then translating them into usable bits will be a fun way for them to apply the information while being challenged to distill the important takeaways. Soak up practices from other teams. Basically, ask them to be a sponge and soak up the approaches that others are using. Then they can apply it to your team’s specific situation and make recommendations. The idea of investigating the options by being curious inquirer will be fun. From there, applying it to your team adds to the energy because someone with Input wants to apply the learning to a specific project or situation. So there you have it. It’s a quick tour for building your career through the talent theme of Input. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I get a whole lot of questions about how to amplify your CliftonStrengths talent theme of Intellection with your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make a better alignment between your job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas   Career Branding When Intellection Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Intellection-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Philosophers Deep Musers Intense Intellectuals Critical Thinkers Reflective People Contemplative Solitude Seekers Introspective Willing To Be Contrarian Red Flag Situations For Intellection These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Intellection. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached and disengaged at work. Here are two Red flags for Intellection: Pressure to give answers in the moment. If you lead through Intellection, it will likely be annoying to go to a meeting where someone asks you to make an important decision or give your opinion on something they’ve sprung on you in the moment. You do your best thinking when you have time to marinate on it, so be sure to find a way to communicate to your team that you’ll be at your best when you have time to think about something in advance. This means, watch out for those blank calendar invitations that don’t tell you anything about the meeting at hand. Get the agenda in advance. Know what contribution someone is hoping for. Otherwise, they might pressure you to “talk it out” in the moment, which will likely drain you and frustrate you. Groupthink. If you lead through Intellection and you’re on a team where people blindly nod along with each other, you’ll probably feel frustrated with the lack of critical thinking. If you’re in this situation and you’re thinking that your team is a bunch of sheep or "Yes Men” or lemmings, imagine how difficult it would be for you to have a deep, trusting relationship with peers. The same goes for teams who seem to skim the surface and then act - while never doing the deep thinking on a topic. Watch out for these situations because they’ll be big energy-zappers for you. 3 Fresh Application Ideas for Intellection These are ways to apply the talent theme of Intellection at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Intellection, put this talent to good use with one of these options: Help me poke holes in my idea. Many roles today are filled with distractions, quick meetings, and instant messenger. This can be efficient, yet it can also keep teams from the deep contemplation needed for important decisions. If someone on your team has Intellection, ask them, “what am I missing here” or “what else should I be thinking of” or “can you poke holes in my idea?” They will appreciate the idea to think beyond the surface. Contrarians wanted. Just because someone on your team has Intellection, it doesn’t mean that they'll disagree with everything. At the same time, using their critical thinking will unleash their best. Their deep reflection and reasoning skills are valuable to help teams see past the surface. They can see downstream impact that others can’t see. They can see the unexpected consequences that others can’t spot. A task of solitude. Next time you have a role where someone needs to work from home, or do a seemingly lonely job of traveling and being alone in hotel rooms (or holed up in a remote cabin), see what someone on your team with Intellection thinks. They will often love doing tasks that require solitude because they do their best thinking when they can contemplate alone. This doesn’t mean that they don’t like people. Yet often, they will be private people who need time alone to be at their best. So there you have it. It’s a quick tour for building your career through the talent theme of Intellection. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I hear a lot of curiosity about how to apply your CliftonStrengths talent theme of Learner to your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make a better alignment between your job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas   Career Branding When Learner Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Learner-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Curious Variety Seekers Studious Lifetime Learners Expert Multi-Passionate Inquisitive Dynamic Explorers Growth-Focused Early Adopters Red Flag Situations For Learner These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Learner. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached and disengaged at work. Here are two Red flags for Learner: Stagnation. If you lead through Learner and you stop growing and learning, you will likely feel like you’re dying inside. Use this as an early warning sign. If you’re bored. If you’re stagnant. If you’re assigned to maintain something and keep it the same, you have to find other ways to feed your Learner or you will be super drained. Maintenance. Think about the contrast between maintaining something that is already up and running versus being involved in a new project or program. If you’re involved in keeping something at status quo, you will likely have few days that feel energizing. That’s because you love to explore and learn and experience new things. If you own a program that has already launched, be sure that you’re continually working on your craft or your subject matter depth. That way, you can maintain the success while constantly bringing new information or new angles to the team. 3 Fresh Application Ideas for Learner These are ways to apply the talent theme of Learner at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Learner, put this talent to good use with one of these options: When you need a tester. If you have a change initiative and you need someone to be the early adopter, call on someone with Learner to be your pioneer. Tell them that you’re asking them to test and explore - to soak it all in - and to document the good and bad. They will have fun being on the cutting edge and being the trailblazer for the team. When you need to introduce something foreign. Imagine a situation where your team is taking on a whole new set of responsibilities. You’re going to have to ask some people on your team to think or act or learn in a whole new way. Pick someone with Learner and tell them that you’re introducing this to give them some variety and a growth-challenge. When you need one person on the team to learn everything there is to know on a topic. Sometimes teams want to be on the cutting edge of an ever-changing competency or subject matter. A project like this might seem insurmountable to the non-Learner. Or it might seem frustrating to a non-Learner because they’re never complete. But to a Learner, this continuous study and growth will be fulfilling. So there you have it. It’s a quick tour for building your career through the talent theme of Learner. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I get a whole lot of questions about how to amplify your CliftonStrengths talent theme of Maximizer with your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make a better alignment between your job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas   Career Branding When Maximizer Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually "the how,” and this is where your StrengthsFinder talent themes live. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting - to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of Maximizer-related adjectives to consider using in your career branding efforts and your LinkedIn profile: Efficient Sorters Selective Persuaders Strengths-Oriented Choosy Challengers Always Refining Never Done Transformers Excellence-Seekers Tinkerers Iterators Quality Boosters Red Flag Situations For Maximizer These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Maximizer. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached and disengaged at work. Here are two Red flags for Maximizer: Premature Launch. If you lead through Maximizer, you naturally focus on quality. You have high expectations, and it hurts to hand over a work product before it meets your quality standard. So if you’re on a team that values quantity over quality, you’ll likely get frustrated. Also, if you find that a work product has huge potential…if only you could do this to it…(only to find out there’s no time or budget to allow it to live up to its potential), it will make your Maximizer sad. Weakness-Focused Culture. Maximizer is a talent theme that is naturally aligned with a strengths-focused culture. If you find yourself part of a team that obsesses over weaknesses and problems and what’s wrong, you’ll be yearning to flip things around. Sometimes your strengths point of view will be refreshing and welcomed, but if you find that it’s dismissed, you’ll feel drained by only working on what’s broken rather than getting the high leverage out of strengths. 3 Fresh Application Ideas for Maximizer These are ways to apply the talent theme of Maximizer at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Maximizer, put this talent to good use with one of these options: When the rest of the team can’t see potential in a project or person. The Maximizer talent sees potential all over. So you could apply this to a change that people are resisting, or a future vision that needs to be created. You can even turn on the Maximizer talent to bring an inspirational message to help other people see “what can be." When you need incremental improvement over time. People with the Maximizer talent don’t need to constantly work on exponential change. They get a charge out of incremental improvements that compound over time. If you need someone who can help you realize potential over the long-haul, tap into the powers of the Maximizer who loves to test and experiment and iterate to continually improve something. When you want to go from good to great. People who lead through Maximizer rarely rest on their laurels. Good isn’t good enough. They like to make things better and better and better. They’re constantly asking “what if we did this” or “I wonder what it could be like if we tried this” - they’re looking to get the most out of things, so they’re chasing efficiencies and mastery all the time. If you want someone who doesn’t get bored with continuous iteration, tap your Maximizers. So there you have it. It’s a quick tour for building your career through the talent theme of Maximizer. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I get a whole lot of questions about how to align your CliftonStrengths talent theme of Positivity with your career. In this series, I break down one strength per post. That way, you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone.   Today, the talent theme of the post is Positivity. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas   Career Branding When Positivity Is Your Strength You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually “the how,” and this is where your StrengthsFinder talent themes live. This is an overlooked use for tools like LinkedIn, which is not just for job seekers. Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting – to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of adjectives you can use in your career branding and your LinkedIn profile. People who lead through Positivity are often: Upbeat Fun Energetic Hopeful Magnetic Encouraging Optimistic Enthusiastic Warm & Friendly Celebratory Red Flag Situations For Positivity These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Positivity. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached and disengaged at work. Here are two Red flags for Responsibility: Devil’s Advocate. If your team has a pessimistic tone where people are awarded for their cynicism or constant reality checks, be on watch. This can suck the life out of you – especially if the team is constantly picking on each other’s ideas with a “that will never work” type of default response, rather than building on each other’s ideas and hearing each other out. Celebrate For A Nano Second. If you lead through Positivity and you’re in a culture that doesn’t stop to celebrate, regardless of how big the accomplishment, you’ll be constantly drained and baffled wondering why you can’t slow down for a second to acknowledge the accomplishment. Although you don’t expect everyone to give praise as readily as you do, it will drain you if you know it’s getting withheld. 3 Fresh Application Ideas for Positivity These are ways to apply the talent theme of Positivity at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Positivity, put this talent to good use with one of these options: Lifting spirits though change. If you have someone on the team who leads through Positivity, call on them when the team is having trouble seeing the silver lining in the situation. Behind the scenes, brainstorm with them all of the things you can think of that are still going well. Also list all of the potential future outcomes this change will enable. You’ll have fun making the list, and you’ll likely come up with ideas that will help you get adoption for a tough change. Tone setting. When you need someone to pump up a room, consider someone with the Positivity talent. They often light up a room just by walking into it. So next time you have a kickoff event, or you want a moment of levity in a meeting, ask this person in advance to bring a fun segment to the event. Seeing possibilities. When a team feels stuck, the leader is often reluctant to come in with a rah-rah message about how you’ll be okay in the future (and rightly so). If you want to lead the team through a deep conversation along the lines of “Who do we need to become to make that happen?,” enlist your team member with the Positivity talent in advance. They’re awesome at possibilities-thinking, so they can seed the conversation with believable ideas to get the momentum going in the room. So there you have it. It’s a quick tour for building your career through the talent theme of Positivity. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I get tons of questions about how to go deeper to align your CliftonStrengths talent theme of Relator with your career. So in this series, I break down one strength per episode. That way,  you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re reading as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re reading for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. Today, the talent theme of the episode is Relator. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas   Career Branding For Relator You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing in most resumes and profile is “the how,” and this is where your StrengthsFinder talent themes live. This is an overlooked use for LinkedIn. That’s why it’s not just for job seekers – it’s also about shaping your career. I bet you are just like my StrengthsFinder training clients, where you don’t see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s where your teammates, customers, and vendors go look you up before a meeting – to see who they’re about to talk to. Rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of adjectives you can consider using in your career branding and your LinkedIn profile. People who lead through Relator often have a tight-circle, a good BS Alert System, and are often: Friendly Genuine Loyal Transparent Caring Trustworthy Authenticity-Spotters Deep Connectors Relationship-Focused Red Flag Situations For Relator These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Relator. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to disengage on the job or become detached at work. Here are two Red flags for Relator: Keeping Up Appearances. If you have the Relator talent and you feel that people are always Peacocking around to show off only the polished, perfect parts of their contributions at work, you’ll probably be drained by the relationships at work because you think they’re fake and superficial. Transactional. If you’re in a role where there’s no time or desire for building relationships over time, you’ll be drained by it. If the sterile, fast, transactional exchanges are part of the expectation, you need to find other ways to fuel your need for care and friendships. Try challenging yourself to see how quickly you can drip in relationship-building anecdotes into a 30-second conversation (note: this doesn’t mean superficial, talk-about-the-weather type of small talk). Activities like this will help you test it out to see if there’s room for relationships in your organization. 3 Fresh Application Ideas for Relator These are ways to apply the talent theme of Relator at work, even when the job duties on the team feel pretty locked in. If you’re listening as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Relator, put this talent to good use with one of these options: Nurture. When you need a deep relationship to develop over time, think of someone with the Relator talent to nurture it over the long term. For example, this could be someone who manages your most important account. Or it could be the person who onboards new hires as their first-year mentor. Or it could be a performance coach who helps a peer develop over time. Confidentiality. Sometimes you can’t tell everyone about a decision or a product or a process change. Yet you need someone to be assigned to it. Often, people with the Relator talent are great keepers-of-confidences. Especially when they can tell it is important to someone else. Authentic. Imagine a situation where your team or your brand is getting dinged for being stiff, stodgy, and old school. You’re afraid to swing too far into the informality that seems to be taking the world by storm. You still worry about professionalism, yet you need to attract great talent to your team. If you’re trying to strike the balance, call on someone with the Relator talent to bring the authentic, professional personality of your team out to the world. This can be valuable for marketing your team and your company when you’re hiring for the next opening. So there you have it. It’s a quick tour for building your career through the talent theme of Relator. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I get a whole lot of questions about how to align your CliftonStrengths talent theme of Responsibility with your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone.   Today, the talent theme of the post is Responsibility. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas Career Branding When Responsibility Is Your Strength Let’s start with career branding. You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. Now, what’s missing in most of them is “the how,” and this is where your StrengthsFinder talent themes live. This is an overlooked use for LinkedIn, which is not just for job seekers. I bet you are just like my StrengthsFinder training clients, where you don’t see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting – to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at howit is to work with you. With that in mind, here are a bunch of adjectives you can use in your career branding and your LinkedIn profile. People who lead through Responsibility are often: Trustworthy Loyal Diligent Dependable Accountable Conscientious Promise-Keepers Honest Committed Responsive Red Flag Situations For Responsibility These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Responsibility. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached and disengaged at work. Here are two Red flags for Responsibility: Chronically Missed Deadlines. If you lead through Responsibility and your team culture is one that is cavalier with deadlines, it will suck the life out of you. To you, your word is your honor, and you expect other people to honor their commitments as well. So when people miss their deadlines and treat it like no big deal, you’ll likely feel like it’s a place where mutual respect is severely lacking. Imposed Urgencies. You’re conscientious and dependable. You plan things out diligently so that you can keep your promises. So when other people constantly blow up your day with their lack of preparation, you’re likely fuming. If you work in a place where people tend to launch their hand grenades at you — which puts you at risk of not keeping your promises, this will suck the life right out of you. 3 Fresh Application Ideas for Responsibility These are ways to apply the talent theme of Responsibility at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Responsibility, put this talent to good use with one of these options: The long haul. When you need someone who will consistently chip away at a project over time, assign it to someone with Responsibility. They are self-starters who will diligently follow it through the long term. Trust. When you need to hand something off to someone you can trust, assign those responsibilities to someone with Responsibility. When you know you can’t babysit the process, the person who leads with Responsibility will keep you posted on timelines, deadlines, and progress without any hand-holding necessary. Ownership. Think of a project or process that no one has really owned before — one of those things that sort of gets done, but never that well. Change that up by assigning clear ownership to someone with the Responsibility talent theme. They’re great at covering it from soup to nuts when they know they can take charge and bring order to a neglected part of the business. So there you have it. It’s a quick tour for building your career through the talent theme of Responsibility. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I get gobs of questions about how to align your CliftonStrengths talent theme of Restorative with your career. So in this series, I break down one strength per post so that you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. Today, the talent theme of the post is Restorative.   You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas   Career Branding For Restorative You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. Now, what’s missing in most of them is “the how,” and this is where your StrengthsFinder talent themes live. This is an overlooked use for LinkedIn, which is not just for job seekers. I bet you are just like my StrengthsFinder training clients, where you don’t see your teammates and customers every day. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting – to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at howit is to work with you. With that in mind, here are a bunch of adjectives you can consider using in your career branding and your LinkedIn profile. People who lead through Restorative are often: Problem-Invaders Issue CPR-Givers Unintimidated by Big Problems Root Cause Finders Diagnosers Fixers (or Fixer-Upper) Investigators Accountable Rehabilitators Realistic Troubleshooters Red Flag Situations For Restorative These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Restorative. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached and disengaged at work. Here are two Red flags for Restorative: False Harmony. If you lead through Restorative and you have a team culture where people are outwardly harmonious (when they don’t actually agree) — where they fake their agreement and go through great lengths to be conflict avoidant, you will probably feel super drained by that. Sweeping Issues Under the Rug. If you keep getting responses to your problem-solving ideas that sound like, “Well that’s not really something we own” or “That will never work here” or “No one else seems worried about it, so let’s not make mountains out of molehills” — you will be soul-sucked because you’re around people who are ignoring problems that you’d be happy to solve. 3 Fresh Application Ideas for Restorative These are ways to apply the talent theme of Restorative at work, even when the job duties on the team feel pretty locked in. If you’re listening as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Restorative, put this talent to good use with one of these options: Give them your big, hairy problems. Many managers feel bad delegating problems. Yet problems are a treat for people who lead through Restorative. Tell them why you assigned them, and that you know they’ll be able to diagnose and propose at a level that few people can do. Get them assigned to solving problems for your best or biggest customers. This person will enjoy the challenge of discovering and removing the obstacles. You can rest assured that they’ll go about it in a businesslike, focused way (rather than the emotional panic that many would get into). When you’re stuck. When you catch anyone on the team saying, “I’m stumped” or “I’m baffled” or “I don’t know what to do” — consider partnering them with your team member with Restorative. This person has fun finding the root causes and helping people decide how to move forward. So there you have it. It’s a quick tour for building your career through the talent theme of Restorative. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.  

I get a lot of questions about how to align your CliftonStrengths talent theme of Self-Assurance with your career. In this series, I break down one strength per episode so that you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. The talent theme today is Self-Assurance. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas   Career Branding For Self-Assurance You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing in most profiles is “the how,” and this is where your StrengthsFinder talent themes live. This is an overlooked use for tools like LinkedIn, which is not just for job seekers. I bet you are just like my StrengthsFinder training clients, where you don’t see your teammates and customers every day. That’s why LinkedIn has become so important for career branding – because it’s the tool your teammates, customers, and vendors use to go look you up before a meeting – to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of adjectives you can consider using in your career branding and your LinkedIn profile. People who lead through Self-Assurance are often: Independent Instinctive Self-Sufficient Stable Resilient Confident Courageous Solid Influential Certain Persistent Red Flag Situations For Self-Assurance These are the company cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Self-Assurance. They might even make you want to quit the team. So I’ll give you a couple of these to be on the watch for — because if they fester, you might get the urge to quit the job or become detached at work. Here are two red flags for Self-Assurance: False Collaborations. If you lead through self-assurance and you’re partnered up with another person or another department when your opinion doesn’t really matter, it will drive you crazy. You will already know a direction you’d propose, and if your ideas constantly fall on deaf ears, you’ll feel totally soul-sucked by it. Hand Holding. If you work with someone who needs constant hand-holding, it will wear you out. You work independently and you expect others to at least try to figure it out on their own before leaning on you. And if you feel like someone is trying to constantly hand-hold you, you’re likely to resist and feel as if they’re treating you like a child or a newbie or a dummy. 3 Fresh Application Ideas for Self-Assurance These are ways to apply the talent theme of Self-Assurance at work, even when the job duties on the team feel pretty locked in. If you’re listening as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Self-Assurance, put this talent to good use with one of these options: When a critical issue comes up, think of the person who leads through Self-Assurance. This doesn’t mean to dump all of the problems on them. It means to look for situations where a lot is riding on the decision or execution (good or bad). Rather than being scared and hesitant as many would be, someone with Self-Assurance can confidently handle the challenge without getting ruffled. Watch for change that makes others nervous. Think about things like process changes, re-orgs, or mergers that make others fear that they’ll be redundant and lose their jobs. This is the situation where you can put the person with Self-Assurance out front to show people how to confidently and resiliently flow through major organizational changes. Assign this person to responsibilities that benefit from no second-guessing. Those with strong Self-Assurance have strong instincts and can move forward quickly. If you need someone who will not hem and haw over a decision, make this person your go to. So there you have it. It’s a quick tour for building your career through the talent theme of Self-Assurance. Here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I get tons of questions about how to align your CliftonStrengths talent theme of Significance with your career. So in this series, I break down one strength per episode. That way, you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone.   Career Branding For Significance Today, the talent theme of the episode is Significance. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. Now, what’s missing in most of them is “the how,” and this is where your StrengthsFinder talent themes live. This is. an. overlooked. use. for tools like LinkedIn, which is not just for job seekers. I bet you are like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. That’s why LinkedIn has become so important for career branding – it’s how your teammates, customers, and vendors go look you up before a meeting. It’s their most efficient way to learn about who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. Here are a bunch of adjectives you can consider using in your career branding and your LinkedIn profile. People who lead through Significance are often: High Visibility Big Dreamers Difference-Makers Credible Purpose-Driven Not Afraid Of The Spotlight Results and Performance Oriented People Who Want Their Lives to BE for Something … Not Frittered Away Red Flag Situations For Significance These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Significance. They might even make you want to quit the team. So I’ll give you a couple of these to be on the watch for — because if they fester, you might get the urge to quit the job or become detached at work. Here are two Red flags for Significance: Busy work. If you lead through Significance and you think the work you’re doing has no purpose, it will bother you at a values level because this is not how you want to spend your life. No one sees or cares about your results. If you’ve been busting your butt for months in a thankless role, you have a red flag on your hands. People who lead through Significance want to leave their mark on the world — they like to be recognized for making an impact through what they do at work. If you’re doing something big, and it seems that no one will see it or no one will care, it will drain your energy fast. 3 Fresh Application Ideas for Significance These are ways to apply the talent theme of Significance at work, even when the job duties on the team feel pretty locked in. If you’re reading this as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Significance, put this talent to good use with one of these options: Take a chance on something big. If you manage someone with Significance, give them a highly visible project that has a lot riding on it. Be sure to communicate the importance and the gravity — when they know that their success (or failure) will be in the spotlight, it’s a hugely motivating factor. Whereas others might feel crushed by this pressure, it brings someone with Significance alive. Put them on a project to start a recognition campaign. While people with Significance love to BE recognized, they also love to help others feel significant. Ask them to create a shift in the team culture over the next 6 months so that praise and credit-giving feels like the norm on the team. Rub elbows with high achievers. Ask this person to name a few of the top achievers that he or she admires in the company. Then get them linked up on a project. People with Significance love the opportunity to step their game up by standing side by side with people who are great. So there you have it. It’s a quick tour for building your career through the talent theme of Significance. So, here’s your homework: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. And finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I get a steady stream of questions about how to align your CliftonStrengths talent theme of Strategic to your career. In this series, I break down one strength per episode — so that you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone.   Career Branding When Strategic Is Your Strength Today, the talent theme of the episode is Strategic. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. Now, what’s missing in most of them is “the how,” and this is where your StrengthsFinder talent themes live. This is an overlooked use for tools like LinkedIn, which is not just for job seekers. I bet you are just like my StrengthsFinder training clients, where you don’t see your teammates and customers every day. That’s why LinkedIn has become so important for career branding – it’s how your teammates, customers, and vendors go look you up before a meeting – to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at howit is to work with you. To that end, here are a bunch of adjectives you can use in your career branding and your LinkedIn profile. People who lead through Strategic are often: Fast Decision Maker Culler of Lists Pattern-Spotter Vetter of Ideas Simplifier Planner Creative Strategist Anticipator Who Sees The Downstream Impact Red Flag Situations For Strategic These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Strategic. They might even make you want to quit the team. So I’ll give you a couple of these to be on the watch for — because if they fester, you might get the urge to quit the job or become detached at work. Here are two Red flags for Strategic: A culture of slow decision making or analysis paralysis. If you have Strategic and you’re stuck in status quo while you can already see the clear path ahead, you will likely spend your days at work in extreme frustration. Micromanaging your decision process after trust and credibility are built. If you have Strategic and you’ve already built credibility, yet you’re still being questioned deeply and constantly about your decisions, it will impact you beyond the lack of trust. It will hit you at the core because you like moving into the future. If you have to justify every detail, you’ll likely be counting the wasted minutes you could have been using toward progress, which is a serious drain on your psyche. Instead, you’re probably at your best when you can sort quickly and take action. 3 Fresh Application Ideas for Strategic These are ways to apply the talent theme of Strategic at work, even when the job duties on the team feel pretty locked in. If you’re reading this as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Strategic, put this talent to good use with one of these action items: Put this talent to use when you need a workaround. Sometimes, the long-term solution to a problem is in in the works…and meanwhile you need a bandaid-type solution to also cope in the short-term. Usually, someone with the Strategic talent will be able to sort all of the options quickly and get into the workaround-action on the same day. When there’s a topic on the team that seems confusing and overly complex to everyone. Get a whiteboard in front of the person with the Strategic talent and see if they can simplify the complex in a way that helps everyone nod their heads in agreement that they’re looking at the same thing. This could be drawing a contextual model or framework. This could be dissecting a problem. Or even getting everyone to agree on what the problem is that you’re solving. Use this person for collaboration insight. When you’re hearing that stakeholders are not getting consulted or that people are frustrated that your process changes have a negative impact on their work, get someone with Strategic talent involved. They’re great at seeing the handoffs between steps in the process. And they can predict what consequences will come from small upstream changes by the time they get to the 3rd or 4th person down the way. Your Homework So there you have it. It’s a quick tour for building your career through the talent theme of Strategic. So, here’s your homework if you have this talent theme: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Think over the red flags to see if there’s anything you need to get in front of before it brings you down. Volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I constantly get questions about how to align your CliftonStrengths talent theme of Woo with your career. So in this series, I break down one strength per episode — so that you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone.   Talent Theme: Woo Today, the talent theme of the episode is Woo. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas Career Branding For Woo You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. Now, what’s missing in most of them is “the how,” and this is where your StrengthsFinder talent themes live. This is an overlooked use for tools like LinkedIn, which is not just for job seekers. I bet you are just like most of my StrengthsFinder training clients, where you don’t see your teammates and customers every day. That’s why LinkedIn has become so important for career branding – because it’s how your teammates, customers, and vendors go look you up before a meeting – to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you. So here are a bunch of adjectives you can use in your career branding and your LinkedIn profile to represent the Woo talent theme. People who lead through Woo are often: Charming Social Butterflies Interactive The One Who Knows Everybody Welcoming Instant Connectors Engaging Great Conversationalist Energetic Red Flag Situations At Work For Woo These are the cultures, interactions, or situations that feel like soul-sucking drudgery to someone with the talent theme of Woo. They might even make you want to quit the team. So I’ll give you a couple of these to be on watch for — because if they fester, you might get the urge to quit the job or become detached at work. Here are two red flags for Woo: Weeks in isolation where you don’t get social interaction — if you lead through Woo and you work from home, be sure to “get your people fix” through video calls with colleagues or by getting out of the house for social hour. The need to continually deliver bad news or work with irate customers — if you lead through Woo, you’re usually watching for a positive reception from that person. If you’re in many interactions per day where people don’t like you or your answers, it will be extremely draining. 3 Fresh Application Ideas For Woo These are ways to apply the talent theme of Woo at work, even when the job duties on the team feel pretty locked in. If you’re reading this as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them. For someone who leads through Woo, put this talent to good use with one of these options: Onboarding New Hires: Consider how this person could play a role in onboarding new team members or customers. They will likely enjoy the opportunity to create a welcoming experience. Making Strangers Feel Comfortable: Talk about responsibilities that include meeting a lot of new people — anything from software demos to creating a destination booth at a trade show to delivering presentations or doing customer tours. Emcee or Experience-Creator: If you have annual events, like holiday parties or customer appreciation events, see if your team members with Woo would love to Emcee them or be part of designing a magical experience. Keep in mind that there’s a lot of behind-the-scenes work with big events. Someone with the talent of Woo is usually more energized by the front-of-house type of responsibilities. Your Homework So there you have it. It’s a quick tour for building your career through the talent theme of Woo. So, here’s your homework if you lead through this CliftonStrengths theme: LinkedIn: Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the Summary section of LinkedIn that captures how you collaborate as a teammate at work. Audit For Red Flags: Think over the 2 red flags to see if there’s anything you need to get in front of before it brings you down. Offer Your Talents To The Team: Finally, volunteer your talents through the application ideas. And if you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of. Rock Your Talents As A Team If you’re thinking about doing a virtual or in-person event to kick off your strengths-based culture, head on over to our training page to see if our current offerings are a good fit for you. Until next time, thank you for being part of this powerful strengths movement that helps people unleash the awesomeness already inside them. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

Today we're exploring your CliftonStrengths Q&A with a question someone asked me in a training class the other day. He said, “Hey, I only have two of the four CliftonStrengths colors in my StrengthsFinder DNA chart. Is that bad?” My answer to this one is like that Lil Jon Song “Work What Your Mama Gave Ya.” Maybe he said Shake What Your Mama Gave Ya, but you know what I'm talking about here. It’s the best thing you can do with your lineup of talents: use the ones you have. Have You Downloaded Your Strengths Tools? One of the best ways leaders can build a strengths-based culture is to offer an appreciation of strengths in action. If you’ll notice what works, you’ll get more of what works because people can replicate what they’ve already done well. Get started by downloading this awesome tool that offers you 127 Easy Ways to Recognize Strengths on your team. The DNA Colors = 4 Demands You Have In The Workplace If you're not sure what I'm talking about when I say, “the DNA colors,” there are these 4 domains or 4 demands that all of us have in our work day. These demands are represented by color in the CliftonStrengths StrengthsFinder report. Those are: Purple for executing talent themes Blue for relationship building talent themes Red for strategic thinking talent themes Yellow for influencing talent themes If you’re interested in StrengthsFinder colors, you might also like the episode “What Do StrengthsFinder Colors Mean?” Royal Flush Gets A Unicorn Trophy I have to admit, I have been known to celebrate with a game-show-like moment when someone has all five talent themes in a single color. It’s usually in a big giant ballroom of people in a training class or a StrengthsFinder speech. If we have one of those royal flush moments where someone has all of the same suit (or same color in this case), it’s a fun thing to spot. When you have a room of 300 people and somebody has 100% purple executing talents or 100% blue relationship talents — it really is a rare sight, so I get excited. Then yeah, yeah, I admit it. I give out Unicorn Sticks and I make a thing of it for a second because it's fun. Dang. I Only Have 2 of 4 Colors. Surely I Need Those Other Ones. Most often, what happens is that people say, “Oh Dang, I only have two of the four, so I'm probably missing something really important that I need.” Or, “Oh man, I have three, but I really need that 4th color for the job I’m in right now.” To know what to do here, you really have to go back to that concept of working with what you have. It's almost like that scene from Pretty Woman where she's saying, “Work it! Own it!” You have what you have. So instead of trying to go back to game the assessment by retaking it to get it to say what you want, look at the ones that you do have and figure out how to use those to meet those very same demands. What To Do When You’re Missing A Color From Your Top 5 I’ll give you an example from my personal lineup of all 34 talent themes. Of the Top 14, I have 1 executing talent. So you would read that and think, just like participants do in my training sessions, “Oh no, I'm not going to ever get anything done because I only have one executing talent out of my top 14.” But the thing is I do get things done. Focus is the only talent theme that is in my top 14. And so yes, I have an easy go-to talent theme when I need to get things done. Get The Full 34 CliftonStrengths Report To See Where Each Color Comes In When you get the upgraded CliftonStrengths 34 Report, you can see all 34 potential talent themes in stack rank order. I mention that in case you're wondering how I know what my top 14 are. So if you get the full report, you can look to it for your easy go-to colors that represent each demand. That’s why, when I really need to get something done, I'm going to rely on my focus talent theme. That’s not the only option though. There are other things to do besides going to your obvious go-to talent. My favorite alternate option is to think of all 4 of those demands with all of your talent themes, regardless of color. Action Step: Make Your Top 5 Meet The Demand At Hand You can actually impact any of those demands through any talent theme if you stretch your brain creatively. It's an innovative application of strengths thinking that I love to do. So that's my action item I offer you for this question: think of 1 of those 4 demands — pick the one that is calling on you in your job right now. Example of Stretching A Talent To Look Like Another DNA Color Let's say I really need to get some stuff done. So I would pick the executing demand for this activity. Oops. Now I look at my top 5 and I see that I don't have any executing talent themes to call on. I have zero purple and my top 5. This is where you have to tell yourself to not fret. I'll give you an example by running through my top 5 and this will just demonstrate for you how you could do this for yourself. Maximizer Can Impact How I Execute If I used my Maximizer talent in a git-r-done moment, it would be when I need high quality because my Maximizer loves to tweak and keep working on stuff. It’s fun to keep making it better. Strategic Can Impact How I Execute For an execution situation where I need to get a lot of decisions made fast, I would rely on my Strategic talent. It helps me sort out what the options are quickly, then pick a path, and then press the go button. Although it’s technically in the thinking talent domain, Strategic allows me to get moving and not belabor the thing or have buyer's remorse. Positivity Can Impact How I Execute If I needed to execute on something and I wanted to use my Positivity talent, it would likely be on one of those crap tasks that you hate doing, yet you also don't want to waste your time bellyaching about things. So Positivity could make light of it or find a silver lining in it. It helps me reframe and move on. Individualization Can Impact How I Execute If I wanted to get things done and I really needed to customize, that would be a great way to call on my Individualization talent. So even though it's technically a relationship talent, I certainly use it to accomplish things because I would be thinking about the audience and what the recipient cares about. It helps me think, “How can I make this palatable for them, not just me?” Woo Can Impact How I Execute Woo would be great if I'm collaborating with some new people and we need to get to know each other. Or maybe there's a task that has to do with spreading an idea. The Woo talent loves to get the word out — and that would be a great way to execute on an organizational change. Your Turn To Run Through Your Top Five Applied To A Single Demand When you look at your top 5, don’t worry about what colors you do have or don’t have. Instead, think about a specific demand that you're getting called to do right now at work: Executing Relationship Building Strategic Thinking Influencing After you pick 1 specific demand that you're getting called to do in your work, run all 5 of your talents through that single demand. See how they could support you in that endeavor. It's a really cool way to stretch your talent themes and think of them in a way you haven't used them before. I hope you really enjoy that way of looking at talent themes with a new lens. Instead of lamenting what you don't have, love and leverage what you do have. Now get on out there, claim your talents and share them with the world — no matter what color they are! Remember to Downloaded Your Strengths Tools One of the best ways leaders can build a strengths-based culture is to offer an appreciation of strengths in action. Get started by downloading this awesome tool that offers you 127 Easy Ways to Recognize Strengths on your team. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to [http://leadthroughstrengths.com/challenge] to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessment at all - just conversations about what already works on the team.

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to [http://leadthroughstrengths.com/challenge] to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessment at all - just conversations about what already works on the team.

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to [http://leadthroughstrengths.com/challenge] to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessment at all - just conversations about what already works on the team.

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to [http://leadthroughstrengths.com/challenge] to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessment at all - just conversations about what already works on the team.

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to [http://leadthroughstrengths.com/challenge] to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessment at all - just conversations about what already works on the team.

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to [http://leadthroughstrengths.com/challenge] to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessment at all - just conversations about what already works on the team.

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to http://leadthroughstrengths.com/challenge to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessment at all - just conversations about what already works on the team.

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to http://leadthroughstrengths.com/challenge to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessment at all - just conversations about what already works on the team.

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to http://leadthroughstrengths.com/challenge to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessment at all - just conversations about what already works on the team.

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to http://leadthroughstrengths.com/challenge to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessment at all - just conversations about what already works on the team.

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to http://leadthroughstrengths.com/challenge to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessment at all - just conversations about what already works on the team.