Turning Talents into Strengths

Turning Talents into Strengths

Today I’m super stoked to announce the launch of a new collaborative book, written with a dozen other Gallup-certified Strengths Coaches! Inside, we tell our stories of how our lives have been changed, and how coaching conversations have changed the lives of others.

Grab your Kindle copy of Turning Talents into Strengths: Stories of Coaching Transformation right now for only $3.99.

Here’s an excerpt from my chapter: “When you read your Strengths Insight Report from the CliftonStrengths® Center you will get present to your greatest potential. Everyone I’ve coached or spoken with so far all say, “Yep, that’s so me,” after reading it. You’ll also discover the gaps of what could be keeping you from reaching it.  A Strengths coach can stand in the gap and act as a bridge for you. It’s so much faster to have a coach guide you in the process of stepping into your greatness and owning it fully. Walking people through this process and seeing the confidence, engagement and gratitude for who they are is amazing to witness, and the epiphany of why people don’t always “get” us. It’s a process, to embrace your greatness.

I’ve found that you can shift someone’s life and experience of themselves quickly. With a working knowledge of the Strengths tools, you can move forward in anything that you do! Of course, to sustain change, you need to use the tools and be in action.” —Pia Jansson

CLICK HERE to get your Kindle copy!

A big thank you goes out to our compiler and editor extraordinaire Mrs. Rhonda Knight Boyle.

#talentsintostrengths #coachingstories #strengthscoach + #CliftonStrengths and #StrengthsFinder

What are you focusing on?

What are you focusing on?

Are you focusing on what makes you feel great or do you focus on circumstances that are not? Are you using the talents that come easy for you and take actions aligned with that? What if life could be created with ease by simply focusing on what makes you feel great?

For example, you have an employee that is not performing, what do you do? Has the reason for the lack of performance been identified? Do you need to? What would the action of investing or firing that person create? What would happen with the team involved if the person stays vs. leaves? Would you hire someone new? What actions would you take to ensure that you don’t hire someone with a similar profile yet looking completely different?

These are issues we all deal with on a daily basis and how we deal with it ultimately sends signals of expectations that may not have been communicated clearly. Now before taking any actions, consider looking at what is working vs. not working with this person or team? Do they have all the tools they need to perform? Are they qualified? Do they have the drive and a willingness to perform? Are they happy? Is their manager set up to lead and inspire them?

There are many options to consider before taking the actions and if firing is the consideration maybe address the issues first so that you’re clear on what you are looking for in an ideal hire vs. what doesn’t work. When the person/team gets fired have a clear action plan on what the profiles are of the people you need, and then, and this is key, focus on what you desire to create. Often it’s easy to get stuck in talking about what didn’t work in the past and with that creating more of the same.

My experience has been that just like with relationships we tend to wait way longer than what’s healthy before taking action. As a leader, I’m sure you’ve experienced the impact on a workplace and team when you wait too long. As with many things in life, it’s about finding a balance that works for you, and your team. Maybe have conversations with the people involved asking them what the enjoy with their current job, what they would do if they could have any position in the company or outside of it and what they think needs to be done to address current issues. Just having the conversation will open up and shift things and will also help you get clear on what the issue is. It’s not always with the non-performer or the vocal ones. Listen to them and see if you can find a common thread in their stories.

It’s really easy to do and yet so easy to forget. If we desire to create a work environment that is creative, good feeling, where people are inspired, where work occurs as fun and play while producing beyond the expected outcome then start looking at what an ideal work environment would look like.

Many years ago I read “The Emyth [Revisited]” by Michael Gerber. There’s a lot of goodies in that book on creating the key positions and foundational structures before you even hire people. It has helpful tools even if you’re further ahead in your business endeavor. That book and others helped me see the importance of planning for future positions before you have the need and become too busy to think clearly about what you need or are willing to delegate.

The fun with starting up a business and wearing many or all hats is the freedom it creates when you get to expand and hire people that help you take your business to the next level. Getting you one step closer to actualizing your vision and why you started your business in the first place.

 

WHO ARE YOU AND WHAT ARE YOU DOING/BUILDING?

A quick way to get your “what you do” response is to listen to this 10-minute video. Another great read is the book “Find Your Why” by Simon Sinek (especially if you have this nagging feeling that something is missing that you can’t verbalize as to “why” you do what you do). In addition, there’s the CliftonStrengths® assessment that addresses the “how” you approach anything. I found that after reading and doing the exercises in “Find Your Why” that my “why” and the needs of my Dominant Signature Talent Themes where all aligned. Things like that excite me, connecting the dots and seeing similarities in different teachings (my #1 theme is Strategic®). It validates what I know to be true for me. In addition, Gallup offers a great assessment called The Builders Profile (BP10™) where you & your team can see where your talents lay as business builders.

Knowing what drives you is so important as when you’re not happy it’s often connected to not honoring what you need to fill you up. And when you are filled up, your perspective shifts and you see things in a different light. You may choose to take immediate actions instead of letting it linger, or find a different solution from an empowered context.

When you feel good, and focus on making decisions that bring more of that, big changes happen. Yes, it may sound too good to be true, but try it, play full out, one day at the time, for a week or two and keep notes on how you experience each day, what you see shifting in your life if you focus on what makes you feel great and what is working in everything you do and let me know what changes.

What narrative are you buying?

What narrative are you buying?

I listened to a podcast the other week that reminded me of the concept of narratives aka “what are you focusing on?” In this case, the topic was around news and how many choose the negativity that much of the news today is focusing on.

The choice to focus on the tragedies and what’s “wrong & bad” in our communities instead of all the great things that are created every day is something that has always bugged me and one reason I avoid diving any deeper than the occasional headline. It’s not about putting the head in the sand it’s simply a choice to create a narrative that empowers me. We all have 24 hrs and how we choose to spend them creates an energy and experience that affects not only us but the people around us and ultimately who we attract into our reality. Do you focus on creating a life & business that inspires you or on conditions that leave you feeling disempowered?

The guest on this particular podcast, Branden Harvey, started a good newspaper (bravo!) to counter all the negative news he saw that conflicted with his experiences while traveling around the world. We all have different passions and interests, and within each topic, there are many narratives created, which one are you choosing? I know for me, I’d rather help one person step into their best selves that is ready for it, than focusing on someone who is not open to listen or change.

When you create a new business, sales region or simply circles of friends or co-workers that you hang with, do they inspire you to be your best? What if that is how we can create change in this world? One person at the time, being our best and then spreading that knowledge/energy to the people we interact with? For some of us it’ll literally be one person at the time, for others it will be a team or a stadium filled with people.

A smile goes a long way, and when we are working in environments that feed us, that smile comes easy and people tend to produce a lot more when having fun. I’ve experienced both sides a multitude of times and it’s an interesting dynamic to be in. I’ve found over the years that what energizes me is to contribute to people that are looking for help, and when I’m around people that are only focusing on the numbers, stats or results without looking at what’s going on with the person, they’re kind of missing the boat.

It starts with us, as individuals, leaders, business owners or employees, and the choices we make every day. In business, we all have a “boss” whether it’s a client, board, investors, management team, to consider. For a fast change, the leadership ideally understands the need to develop and support their employees in empowering ways, starting with each individual at the top. We all know that that doesn’t always happen so another option could be a team initiating that change, and with positive change, people tend to listen, and maybe “want what they have” and spread a demand of change by leading by example.

And then there are the companies that choose to do nothing and often end up as statistics. What happens to the people that work hard when they lose any hope for change? Do they stay or do they leave? How does that impact the company?

In my experience, there’s a mix, some see the writing on the wall and leave quickly others toughen it out as they don’t see another option and are the last to leave. Change happens around us all the time and with that, it impacts most businesses. When you as a leader don’t listen to your people you’re signaling that you don’t care, while wondering why performance levels aren’t where you would like them to be. What actions can you take to shift the vibe? Who do you want to be known as? What would be fun and empowering for you?

In this era of public bullying, we all have a choice on the narratives we listen and partake in, are you spreading joy, more negativity or creating another scenario? For all the “bad” things happening, what if there are more “good” created every day by dedicated people that care? Why not tune into those stories? If the masses stopped supporting the “negative” news and supported “good news” channels, would that by any chance shift things? And either way, what if you focused on what made you feel great? What narrative are you creating?

What is one action you can take today that could brighten someone else’s reality? (never underestimate the power of a smile or hello!). What do you think about the news? Do you listen to it? Does it empower you? Comment below, I’d love to know.

CLICK HERE to listen to the podcast.