I am looking forward to learning some simple ideas that can help us embed strengths in teams longer term
(I like simple as they are more likely to be implementable)
If you do have questions, put them in the chat for now
We will have unmute time a little bit later
Yes, you are lucky in NZ - wonderful for lots of reasons
I really like the appreciation aspect
amazing ¼ of the popl. that is extraordinary.
The Mandela quote so good!
Theme Frequency shows 129,486
At the 21M mark (was that 2013?)
Yes, good tool from Richard
(v. good I should say!)
Manager buy-in = √√√
Sponsorship is ridiculously important
Both Dean and Jeremy have done some awesome C2Cs on ways to help get a Strengths culture established. Definitely worth a listen.
We actually see a big jump in culture change with the executive team buys in.
leadership co-creation is important
You can ask questions here with at Q:
Q: What are your favorite activities or tools to get teams to share their strengths and how they show up in themselves or spotting in others
We did a C2C with Danny Lee on Onboarding you might want to watch if you are interested in this topic
Was just listening to Season 6!!!
Season 6 EXCELLENT
@holly - maybe the best season ever. Laughter, tears, warmth, love.
@John I think you're right. It was so good!! It was a centering part of the 2020 crazy
Q: Are specific strengths associated with embracing this as @Justin Douglas is talking about?
Very true, John! We have to be careful not to overevangelise as it can be a turn-off.
“It’s not enough that management commit themselves to quality and productivity, they must know what it is they must do. Such a responsibility cannot be delegated..”. - W. Edwards Deming
Steven Sanchez - SO VERY TRUE!
Satya frowns on us trying to give kisses to people at work.
@daryl - this is a tough one for me. in theory there is no correlation that I'm aware of. However, anecdotally I like to believe that Maximizer, Individualization are keys
It also matters how the aggregate of strengths change the expression to build champions
especially those of us dealing with IT people.. no "woo woo" strategy...
Please note Jim lowercase woo not the Talent Woo.
I've noticed most of the Gallup event speakers have Maximizer in their Top 5. I wonder if that is specific to coaching itself or coaching strengths?
@Lenore I hope not - Maximizer is #29 for me :)
I think that’s the beauty of it: we can pull the passion from all the different 34 talents… leading to the stories & experiences
@Lenore Webb - I think all strengths can be used brilliantly in their own way(s) to produce whatever the person who holds them wishes. It’s more how they use them not what they are.
Yes, I agree, Sonny.
@justin So true!!
Q: What key points do you make with managers when you are trying to get them to “buy in?”
Just checked the profile of my best client champion: Positivity, Responsibility, Strategic, Relator, Communication [so that’s pretty spread: I don’t have her full34]
Phil, so true. The other challenge is sustaining the strengths culture when the leadership at the school changes.
Q: How can a bottom up culture change be translated to the “language of leadership”?
Thanks @justin and @john
What is interesting for me, is our executives "made" us take the strengths test as they did. They don't embrace it, but I am ALL IN and find a lot of value in the knowledge as well as the culture. From listening to the conversation here, I feel I can tackle "it" (their lack of engagement) from many directions
Yes, ‘speed dating’ exercise is so fun - so revealing
I agree that any combination of strengths can be used I championing strengths - Individualization is my #1. Marina: I don't have enough direct experience with managers, but I was able to encourage a Dean to pay for strengths for his school's whole freshman class (500+) by having him take the assessment, reviewing his results with him and sharing how the workshop could be tailored to his population.
Jim, what book?
$50 if I remember correctly
(could be wrong!)
I now heard that managers lead a conversation around starting with positive intent and then looking for cross team collaboration.
Thank you, Justin
I use CS as the foundation to build off then being able to execute their strategies.
Nice approach Kendra - thank you for sharing
Paul, if I can dra that out, having a conversation around using Strengths in performance appraisal/development can be a useful way to build confidence
Antonia Milkop (STR, DEV, ACH, MAX, ARR)
the "hero effect"?!
Great session! Thank you Antonia, Jim and everyone for the great discussion. Have to run.
I need to run. Thank you for the wisdom.
Great Presentation Antonia!
Dee Dee Tapson
Thank you Antonia!