3 Actions to Take to Create a Workplace That Performs

3 Actions to Take to Create a Workplace That Performs

Strength is a word that indicates power in many ways, whether it’s physical, like bench pressing 200 lbs, mental, or material strength — tough as steel, or using the talents we all were born with. 

When you’re operating in your strengths zone doing what you feel great about doing, life flows and you feel awesome. Engaged in life, contributing to others and open to possibilities, you’re feeling connected to a bigger “purpose” or mission, and confident in what you bring to the table.

You’re having fun with your team, ideas are flowing, communication is open and the business is growing. You and your team have created a work environment where you feel great, everyone gets acknowledged weekly, if not daily, for your contributions, not just for the dollars sold.


Is this your current reality?  

In the most recent update of the Global State of the Global Workplace by Gallup®, 85% of the workforce are performing below their potential with only 15% actively engaged! That number alone illustrates to me that the current systems are not working and that’s a high price to pay for any company.  

Having spent the majority of the last 30 years in fast-growing entrepreneurial companies, I’ve worked in workplaces with a higher percentage of engagement. Having co-workers that you actually like working with, that are passionate about the company, growing it as a team, and where they know that their individual contributions matter.  

I’ve also experienced what happens when you take the engaged people for granted and allow the unengaged, or complainers, to influence the workplace and create toxic environments, or promote people that aren’t equipped to manage people. With that ideas stifle, engagement decline and unnecessary drama results in performers, rather than non-performers, leaving the company.


Acknowledge the People That Perform 

Everyone on the team matter, acknowledge them for their contributions to build a strong team. When you see someone do something great, let them know. It’s very possible that they don’t know as it might be in their blind spot and unique to them, just as how you approach anything is unique to you. Strengths are all the things that come easy for us that we may not know have value. 

Nurture the people that consistently perform and create incentives, it’s not always about promotions. Ask your team how they define success and you’ll get an idea of how to reward them.


Pay Attention to Non-Performers 

Identify and talk to the unengaged and see what’s missing for them, what tools they need to be engaged and perform if it’s doable and if not consider terminating. The impact of toxic people in a work environment is costly. 

Shifting into a strengths-based culture doesn’t mean that you don’t need to look at weaknesses, especially if these are part of your role. When you focus on what you have a natural talent for and invest your time there, engagement tends to happen automatically, and with that confidence and increased performance.   

Once you really get what you bring everywhere (life & business) it becomes really easy to delegate what you suck at and appreciate the people that are great at it more than ever.


So where do you start? 

If you own the company or are in management, it starts with you. I would recommend that you read the newly released book called “It’s the Manager” from Gallup® (May 2019).

Take the CliftonStrengths® Assessment (how you’re hardwired to approach anything), add the BP10™ (what type of entrepreneurial talents you have aka where your business building talents lay) and hire a coach that you click with to walk you through what it all means. To date I have not met anyone who has resisted the results, rather they all say “yep, that’s me”. So, why not start with your talents and see how you’re using them, and then roll it out to your team?  

As with anything, it’s not a one-time fix as life is constantly in motion with new possibilities being presented. What would it look like to have a team that not only have fun together but one that performs consistently and are engaged? What value would that create for your business?


Here are THREE actions that you can take this week without even taking the assessment:


  • 9

    1. Send out a brief survey

    …to measure current likes, dislikes, and needs where people can speak freely and be anonymous – take action and address any issues as needed (Paperform, SurveyMonkey, TypeForm)

  • 8

    2. Read this article

    …share it with your team(s), discuss and take action CLICK HERE

  • 9

    3. Carve out time for a weekly performance pow-wow

    …5 minutes where you share your appreciation for what your team has achieved in the past week.

    Find something positive to say about everyone. Keep it short and sweet, like “thank you for being on time every day”, “thank you for embracing mid-course changes with project X so quickly”, “great job with that account”, you get the point. Repeat weekly and see what this simple effort creates.

Try it and let me know how it goes!

Want to learn more about how you can make the most of your expert knowledge? Learn how we can work together HERE.

What Are You an Expert In?

What Are You an Expert In?

There are three business building roles: Rainmaker, Conductor, and Expert.

Today I’m going to focus on the Expert who may primarily focus on product development and research. Being the best in your field is crucial for you. You set the bar high for yourself.

If you’re an Expert, you’re probably highly independent, determined, and never accept things staying the same. You push boundaries by seeing new possibilities and reimagining current thinking.


“You set the bar high for yourself and focus on breakthrough discoveries.” —Gallup® Born to Build


I work with several Experts and what has been interesting to me, again, is that they all have different occupations ranging from sales, accounting, to customer service, and warehouse management.

What they all have in common however is the desire to be the best in their field and that is something I can see in all of them. That may be expressed by constantly learning, researching, and seeking more knowledge.


To get a deeper understanding of your BP10™ we need to pair it with your CliftonStrengths® lineup.

Case 1: Salesperson with Selling™ as #1 and Relationship™ #2 will not only be the Evangelist of the product but also focus on the people, the “WHO do I need to influence, talk to, connect with to make “X” happen?” in addition to the “WHAT’s needed?”. Looking at the CliftonStrengths® themes you’ll find that there are a lot of influencing themes like Woo®, Communication®, Activator®, and Command® in the Top 5 alone.  

Case 2: Salesperson with Disruptor™ as #1 and Profitability™ #2 will bring curiosity and ideas to the conversation and also a desire to make the company money. They have a blend of themes like Learner®, Strategic®, Achiever®, and Activator® which means they’re going to look at the big picture, get things started and close the deal. There may also be a focus on “WHAT’s” needed to get things done as well as “HOW?”.

No matter what your primary role is you potentially have a blend of all three Builder roles which is available in a special report offered by Gallup® called CIR. Your unique blend determines whether your focus is on who, what or how or a blend of all.


Are you an Expert? What is your area of expertise?


Want to learn more about how you can make the most of your expert knowledge? Learn how we can work together HERE.

To find out more about the Gallup® Builders Profile (BP10™) and find out what your primary role and talents are, take the BP10™ assessment by clicking HERE.

If you enjoyed this article you might also enjoy these:

How Are Your Rainmaking Abilities Expressed?

How Are Your Rainmaking Abilities Expressed?

Do you have a natural knack to make it rain i.e. create and build a business?

There are three business building roles: Rainmaker, Conductor, and Expert.

Today I’m going to focus on the Rainmaker. Whether you’re in sales or running a business your focus and talent lay in making it rain. You could be focused on sales or revenue generation.

If you’re a Rainmaker, you’re probably highly self-confident, focused on profitability, persuasive, forward-thinking, intensely driven, high sales talent, high relationship talent, and optimistic perception.

The Rainmaker is defined as: “You are boldly self-confident in your capacity to be successful, and you, rarely miss a moneymaking opportunity.”—Gallup®

Two of the people that I’ve coached are both Rainmakers yet with vastly different roles, both with a profitability focus. One is an executive, who has had roles as a CFO and President, the other has spent his career in Sales.

Rainmakers focus on the HOW in whatever they do.

Rainmaker #1: While looking at HOW they can build the business from a sales perspective, Relationship™ is the #1 Builder Talent and Competition® the #1 CliftonStrengths® talent.

This means that they are constantly comparing themselves with, and keeping an eye on what their competition is doing while focusing on people. How he can connect people, who he knows that can fulfill on his HOW.

Rainmaker #2: As an executive with Confidence™ as his #1 Builder talent, this individual knows himself well and has the ability to convince others of their ability to get positive results which of course is an asset in this role.

He also has the Strategic® CliftonStrengths® talent as his #1 which means that he has an ability to see the big picture down to the details. Together these talents may indicate that he is able to assess new business ventures.

Whether you have the “role” as a Rainmaker or not you still have abilities to make it rain, just with a different focus AND your unique blend of roles*.

How are you making it rain?

Are you in a role where you get to exercise your natural ability to make money?

Do you find yourself asking HOW you can make more money or a more profitable business? Then you may be a Rainmaker.

To find out more about the Gallup® Builders Profile (BP10™) and find out what your primary role and talents are, take the BP10™ assessment by clicking HERE.

Want to learn more about how you can make the most of your rainmaking abilities? Learn how we can work together HERE.

If you enjoyed this article you may also enjoy this:


* Gallup® offers a CIR report that will reveal your individual mix of roles.


Who or What Are You Conducting?

Who or What Are You Conducting?

Have you wondered why you end up doing what you do in business? In other words, who you are as a builder and what unique talents you bring when building a business?

The BP10™ assessment by Gallup® helps sort that out and is based on interviews with the worlds most successful business builders. In this assessment, you’ll find the ranking of 10 Builder Talents and also the role you bring with you when building a business.

There are three business building roles: Rainmaker, Conductor, and Expert.

Today I’m going to focus on the Conductor who focuses on operations and management.

If you’re a Conductor, you’re probably a delegator, team builder, self-assured, energetic, driven, fixated on growth, and hardworking.

“You possess great management talent, and you bring order and harmony to the chaos of young venture.” —Gallup®

Now, the interesting thing to me here is that no matter what your “role” is, what it actually means will look different to everyone when you cross-reference it with the ranking of your builder talents and your CliftonStrengths® themes.

For example, I’m a Conductor with Relationship™ as the top talent, my #1 CliftonStrengths® talent is Strategic®. What that means from a business building perspective is that as a builder, my strategic focus is on people aka “WHO”.

People standing out that are performing, not performing, how decisions will impact people, how you as a personal brand stand out whether you do something about it or not, etc. Even when I design something it’s with a people focus (creating user-friendly and as easy as possible documents, databases,…).

What triggers me, if anything, is people related, people, being mistreated or mistreating themselves, others or their work, etc. which to me has been really interesting to connect the dots to. I’ve also spent most of my life in entrepreneurial businesses which is a natural fit for me.

A friend of mine is also a Conductor with Strategic® as her #1 too. Her #1 Builder Talent, however, is Risk™, so her strategic lens will primarily be on risk factors in business. She has a natural comfort with ambiguity and external business conditions which is a great thing as she’s been in sales for many years and ambiguity is part of that role. She too has spent many years in entrepreneurial business endeavors.

Also worth knowing that we both share NINE of the Top 10 CliftonStrengths® talents in a different order which is what makes it even more interesting to me. There is no wonder I really click with her after seeing her results, as we get each other intuitively 🙂

So, as you can see just from comparing ONE of the many talent themes, your individuality will still shine through and differentiate you from someone with the same ROLE.

Are you a Conductor? What are you currently building?

Do you find yourself asking WHO in your network that you know or need to talk to get things moving? Then you may be a Conductor.

To find out more about the Gallup® Builders Profile (BP10™) and find out what your primary role and talents are, take the BP10™ assessment by clicking HERE.

Want to learn more about how you can make the most of your conducting skills? Learn how we can work together HERE.

CliftonStrengths®: Harmony® – The Diplomat

CliftonStrengths®: Harmony® – The Diplomat

CliftonStrengths® defines this theme as people who “look for consensus. They don’t enjoy conflict; rather, they seek areas of agreement.”


You seek peace

Bringing people together and seeing what people have in common is one of your talents.

Creating harmony is one of your guiding values so you will steer people away from the drama and focus on areas where you can all find consensus. 

In fact, you hate the negative effects of friction so you will avoid it at all cost. 

You bring calm

With your focus on bringing people  toward reconciliation you will in all likelihood be seen as even-keeled and calm.

You listen to people’s needs and values so that you can guide people towards agreement and harmony. 

You will in all likelihood step in early, long before there is an actual conflict, to avoid it. Yet have the capacity to be in negotiating roles even where there is a conflict.

You need agreement 

When there’s chaos around you, you’ll prefer talking about practical and down-to-earth matters that everyone can agree on.

You have a practical and pragmatic nature that helps you take clear and confident actions. You need to sustain productivity and not waste time on unnecessary debates. 

Finding common ground while setting aside any judgments is one of your super powers that will bring people together. 

You need emotional balance 

Use your listening skills in seeing people’s values and express it to them generously. Share potential conflicts as soon as you become aware of them.

Creating diverse networks of people and experts from different backgrounds that are also intent on create consensus will nurture your need for creating peace and emotional balance.

Having a diverse network will create a win-win situation where you can source and be sourced by others. 

The needs of the group as a whole comes first.

Including you in the equation is important as you’ll easily give up your own needs in favor of what works best for the group. Trust your instincts and communicate your needs for peace. 

Being in roles where you can steer people away from potential conflicts and create a shared vision will nurture your often kind and generous nature.

You’re the ultimate Ambassador that can thrive in roles of negotiation and as such be the peace-maker behind the scenes of a global conflict-resolution or organizer of the next peace rally.


Do you have Harmony® as one of your dominant talents?

Think and/or share about a recent situation where you created consensus and how you went about creating that? 


Are you curious what your talents might be? CLICK HERE for more information about the CliftonStrengths® Assessment or HERE for the BP10™ Assessment.

Lastly, visit Gallup’s YouTube channel for more information on the CliftonStrengths® theme of Harmony® HERE.