Core Concept #4: Easy Buttons

We notice it all the time: when we point out to people their natural talents through meaningful conversations, their success comes more easily. In this episode, we refer to this phenomenon as “easy buttons” — our fourth core concept in this series.

Here at Lead Through Strengths, we love seeing people’s potentials. It’s always an amazing experience to help others realize something special about them and saying it aloud to them. This is because people often find it difficult to notice their very own potential. And so the more we hear responses like “Really? That’s a special thing?” or “Oh, I’m good at that?” — the more we find fulfillment that we are into strengths development.

Embrace What Feels Easy

A lot of people still hold this default assumption that if something feels easy to them, it’s probably easy for anyone else. They think it’s nothing special. They dismiss it as they wouldn’t want to offer a bunch of work that’s ordinary or easy. In effect, they are actually depriving their team of their gifts or potentials.

“Why bother? Anybody could have done it anyway.”

If you’re a manager, you have to mine for these potentials and spot them. Make your particular team members aware that what they’ve got is something special until they themselves acknowledge it. 

Once they are convinced that what may be easy for them may actually be a challenge for others, they’ll cease to think that their talent is “unspecial.” They will be more inspired to do more of that.

The more you consistently notice your team members’ strengths, the more they will develop the eagerness to cultivate them. Eventually, they will let their easy buttons get pushed. Those little but meaningful conversations mean that much.

Pushing The Button

The CliftonStrengths talent themes show how you naturally think or feel or act at your default. Your reports provide you some words that may serve as clues to make it a little easier to spot your easy buttons for success. Again, while this is a very simple concept, it’s strangely way overlooked in the office.

How exactly do easy buttons work?

What comes easily and enjoyable to you puts you in the strengths zone. And if you’re in your strengths zone, your performance gets strengthened even more. 

When we talk about implementing strengths, we normally ask people what comes easily to them. What do they find most enjoyable? They would list them down for sure, but as previously mentioned, they also tend to think that they’re easy, that there’s nothing special about that. “Anybody could do that,” as they would add.

Nevertheless, as we listen to the conversations, we find that the things that are easy and enjoyable to a person tend to be in their strengths zone. But given their default assumptions, they tend to go for what’s challenging or difficult. In their effort to be top performers, they labor through their weaknesses rather than shine in their strengths.

But then again — as your strengths strengthen your performance, your weaknesses weaken your performance. 

Easy Buttons When Turned OFF

Most of the time, working on stuff that’s really hard for you is like banging your head against the wall. You keep working hard and fighting the struggle that comes with dealing with things that are:

• not enjoyable
• doesn’t come naturally
• not intuitive

In other words, these are not the things you typically excel at. 

Easy Buttons When Turned ON

In order to stand out without draining yourself, you need to be aware of this lever of strengths which when pulled leads to: 

• better performance
• people acknowledging you like you’re a top performer
• getting your desired outcomes at work

That is equivalent to simply pressing those easy buttons.

Your CliftonStrengths talent themes also represent how you get things done, not what you’re choosing to do. So regardless of the job you’re in, your easy buttons will tell you how you can approach any outcome to get better results. 

Easy Buttons in Teams

Easy buttons vary among people. In sales teams, for example, a benchmark personality type is usually set for the ideal salesperson. Desired types may include:

 

• A challenger – one who challenges the current beliefs that are embedded in the organization today
• Presentation-savvy – someone who is the best at presenting case studies

 

The truth is, all these will depend on the easy buttons for each person.

Maybe there’s Person 1 for whom it’s natural to challenge current thinking, so that’s what he is inclined to do. But the person who’s best at it is the one who’s developed that in a way to make it a palatable conversation for another person.

Maybe there’s Person 2 who’s really great at collecting data, case studies, and analytics. In a sales engineer capacity, he can brilliantly present data that support how the product has worked for other similar companies. This can lead a client to make a buying decision.

Maybe there’s Person 3 who’s highly effective at building relationships with people by breaking the ice and making them laugh and have a good time. He may say, “I’m a relational person, therefore that helps me sell because once the relationship is built, then we gain mutual trust that works out for us.”

These are very different easy buttons and you could take any of those three people and they could all learn the other model. They could memorize sales tactics, scripts, and whatnots.

But for them to achieve their best performance, as a manager you have to help them figure out their easy buttons. By pushing these buttons, you help them towards great outcomes.

Hearing Excuses?

As you explore this fun concept with your team, you still might feel some resistance or hear excuses like: 

“Nope, I’m not doing it your way because that’s in my weakness.” 

“Nope, not in my strengths zone.”

When you face this scenario, hang in there because that will be tackled in one of the upcoming core competencies. 

Key Takeaways

1. What you need to accomplish at work is dictated by the job description, but how you do that will largely benefit from talent themes tools. Think of them like easy buttons to help you deliver your responsibility with much better results.
2. Keep a list of your talent themes somewhere readily visible or accessible. Some ideas include:
   • A frame of your Top 5 talent themes on your desk 
   • As magnets
   • As your phone’s lock screen display 
3. Examples of moments when the “easy buttons” concept comes in handy:
   • When you’re feeling a little bit stuck and you need something to help you maneuver the situation
   • When your default reaction hasn’t been working for you and you’re looking for a new way out

Your natural strengths are easy for you for a reason. Why choose another way?

Ready For The Next Concept?

Up next: “N” for “not an excuse.” See you in the next episode!