This is a 4-session series. The sessions will be held virtually from 12 noon to 1:30pm on the following dates. We ask that you try to commit to all 4 dates but understand that can be a challenge. We will be recording sessions in the event you are unable to attend a certain date.
Wednesday, May 15
Wednesday, July 17
Wednesday, September 25
Wednesday, October 30
Join us for the opportunity to take (and have your team take) the CliftonStrengths 34 Self Assessment and learn how to use the assessment report to fuel your success, effectiveness, and impact. All members of your team who would like to participate must be registered.
Diversity of strengths has long been an advantage for leaders, managers, and their teams and employees, especially when they understand and apply them.
For Leaders & Managers:
According to Gallup research the benefits of CliftonStrengths for Leaders and managers includes:
- Improved awareness of your innate talents from discovering your top ten themes: You will learn about how you naturally excel and become more aware of how those themes connect to your role as a leader.
- Greater understanding of how your strengths show up in your role: Your role is not just about leading others -- it is about leading yourself confidently with the assurance that your talents are being used.
- Increased confidence in your leadership style: Your leadership style comes through in everything you do. It affects the culture around you and shapes your interactions with those you lead. Leaders who know how and why they lead can aim their leadership at greater outcomes.
For Teams:
- A team’s awareness of its strengths is a better indicator of engagement and performance than the specific composition of the strengths. Teams where 90% or more knew their strengths had the best outcomes. This comes from a recent study where Gallup analysts collected data from 11,441 teams across six industries. (btw, Gallup just passed the thirty million mark (31M) of numbers who have taken the Strengths-Finder Assessment). The teams varied from 0% of the team members knowing their strengths to 100% of team members knowing their strengths via CliftonStrengths. Gallup also collected employee engagement and performance data from each team.
- But simply knowing one’s strengths is not enough. To make knowing each other’s strengths work, there needs to be group conversations, coaching, and practice to successfully integrate strengths into daily routines. Managers and emerging leaders are in the best position to do these things if they have a process for identifying their own and others’ potential.
- Managers have historically gotten into their roles because of two factors: tenure in the organization and success in a prior non-manager job. Unfortunately, these two criteria are unrelated to their ability to lead, supervise, and, most importantly, coach employees.
The Benefits of a Strength-Based Team
Gallup’s evidence makes a powerful case for building strengths-based teams. The aim is to create a team-oriented, client-centric culture where individual differences are applied to make the overall team more productive. Not only are strengths-based teams more productive, but teams using strengths significantly increase the odds that team members and clients will be more engaged and thriving, and teams will be increasingly effective at meeting their mission.
The over-arching goals of building a strengths-based culture include:
- Individual employees strongly agree they can do what they do best every day.
- Team members can name and understand the strengths of everyone on the team.
- Team members can see the link between strengths and success such as improvement in competencies, performance, and delivery of client services.
- Everyone on the team has partnerships that encourage their own strengths development.
- Team members use their knowledge of each other’s strengths to plan and direct their actions.
- Managers use individual strengths to set meaningful goals and clarify expectations with each employee.
- Managers know how each team member’s strengths connect to their role.
- Teams are more agile in responding to client needs.
The design will offer participants four sessions with the opportunity to:
- Learn about the benefits of the CliftonStrengths 34 Self Assessment, its background, and how it works:
Session 1 - May 15: Introduction – CliftonStrengths 34 – Background, Benefits, & How it works
2. Then participate in three 90-minute “practical learning” sessions that include:
Session 2- July 17: CliftonStrentghs 34 – Putting it to use for your own effectiveness and impact.
Session 3 - September 25: CliftonStrengths 34 – Building your team through strengths.
Session 4 - October 30: CliftonStrengths 34 – Coaching, Mentoring, & Supervising through a strengths-based approach.