Sun, 24 December 2017
Austin, TX StrengthsFinder Training for Leaders
Strengths Focus For This Episode
In this episode Lisa answers the question, "Should you stop using natural talents that cause you trouble at work?" The short answer is no. The talent, or combination of talents, that's causing you trouble is your natural talent. No matter what you do to squash it, it will pop out somehow and scare people. It's much better to work to find other ways to utilize that troublesome talent. Lisa provides two different exercises for you: one for you as an individual, and one for your team.
Resources of the Episode
You'll find lots of StrengthsFinder, leadership, and team tools on our Strengths Resources page.
If you or your team hasn't completed the Clifton StrengthsFinder assessment, you will find the list of adjectives on our website useful for the exercises in this episode.
One of the best ways leaders can build a strengths based culture is to offer 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. On our home page, you can download this awesome tool that offers you 127 easy ideas for recognizing your team. Scroll down and look for the box that says "Great Managers Notice What Works".
Here's a Full Transcript of The Show
You’re listening to Lead Through Strengths, where you'll learn to apply your greatest strengths at work. I'm your host, Lisa Cummings, and I gotta tell ya, using your strengths is one of the most energizing things you can do on the job. Today's question and topic is about what to do when your strengths are making trouble for you. I know it sounds completely backwards, but there's this concept I call troublemaker talents. What happens is that sometimes your greatest strengths, your talent themes, if you will, (if you're doing this from a strengths finder lens), they can sometimes be overused, underused, misapplied. They can be unrefined if you've been ignoring them, or squashing them down. Let me give you an example. You have someone with the Includer talent and he says, “You know, I don't like my Includer. When I saw that on the list, I wanted to give it back because it makes me too slow.”
It makes me miss deadlines because I'm always getting everyone's opinion and I put the word out. I ask the question, I go one on one. People ask me for more time, and by the time I get everyone's input on something, I'm already behind schedule. Another one I've heard recently in a big corporate training was a woman with the Communication talent who said, “you know, I don't see this one as a strength at all. I get told I talk too much.” I can also give you my personal example. It's my Maximizer and Strategic. They come in together like a one-two troublemaking punch, and it's me always tweaking things. I'm always trying to make them better, but this concept of me never being done, also sometimes means me never sleeping. On the surface, all of those things I just mentioned, yes, they are real troubles.
The thing is though, you can't just get the effect you're having on the surface and decide to squash it down, and stamp it out and say, “Oh, that one's not serving me. I don't want it anymore,” because remember, your natural talents are patterns in you. They’re how you think, feel, behave at your natural default so they're gonna come out. It's like the jack in the box. Do you remember that toy that you might have had when you were a little kid, and you push this toy down into the box, close the lid, and you start turning the crank and you hear that “Du, De, Du, Du, Du, Du, Du, Du, Du, Du Du Du Du Du Du to BAM! Then that thing jumps out and scares you when you least expect it. Your talents are really just like that. If you squash them down because you think, “ah, my boss doesn't seem to like that one.”
“Ooh, I got bad feedback on that one once, so I don't want that one. I'll just put that one away.” Or you stamp it down, because you don't perceive that the culture you work in is appreciative of that talent, so you decide, “I'll just use that one at home. I’ll use that one at work.” These are all things I hear in training constantly, but the thing is it's kinda like the jack in the box. If you try to squash out those talents, they are going to jump out and scare people, because they're your natural default ways of thinking and feeling and acting, so they're going to come out. Since they're going to come out, what you want to do is spend more time refining it, nurturing it, putting it to work, send it to the gym, get others aware. Think about how that talent shows up on other people.
It really will help you invest in it, in a targeted way. For example, you take that person who mentioned that about the Communication talent. Imagine how refined it would be, if she knows who is willing to talk it out loud. She likes to talk it out. She knows the audience of people who love to talk it out with her. She can do that. But she also needs to be aware of those peers who perceive it like a waste of time because they don't like ideas that aren't well thought out. So part of it is knowing your audience. Another thing she could do is really think about different modes where she could practice her Communications talent - email, spoken word, written word. Maybe she's getting this feedback because she was taking over in meetings, and not letting anyone else have a voice. So we're taking one situation (meetings) and one mode of communication (the spoken word) and she just decided, oh, I don't want this talent at all. It’s not serving me.
Actually, she has all these other ways of applying it and refining it. You take the other example that I brought up with a guy who has the Includer talent. It was making him slow; it was making him miss deadlines,because in his way of applying it naturally, he was asking people for their opinion, but he wasn't giving them any time binding around his question. He would throw something out there in person or in an email and tell them he wanted to hear their voice, but he didn't give them a deadline. Something really specific here when he asks, now that he's refining it, he's still noticing people. He's still getting the unheard voices to be heard. He's still making people feel seen and heard and appreciated, but now he gives them deadlines, so he can also meet his commitments.
The other thing that he's been doing is running experiments for in-the-moment Includer. When he's in a meeting and he notices, everyone's spoken up except these two people, now he can say, “you know, John, we haven't heard from you, what do you think?” He started to give himself some script items that we haven't heard from you. What do you think? It's a great way to be able to feed the talent, without discarding it altogether. Don't squash them; refine them. Action item for you to apply. Now you're listening. You of course have your own personal set of talent themes, or natural strengths, that you bring to this world.
StrengthsFinder Activity: Experiment With New Ways To Use Your Talents
StrengthsFinder Activity: Work As A Team To Use Talents
A final thought on troublemaker talents is to remember there's not an on and off switch as the right answer here because something's not serving you today. Don't shut it off, squash it down, stamp it out. The idea is to refine what you have. It's gonna come out anyway, like a jack in the box. It will jump out and scare people if you choose to not invest in it. So with that, I'll see you next time and I can't wait to hear how you've claimed that talent invested in it and shared it with the world.
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