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STRENGTHS FINDER TRAINING BEKA PETERSON Building Talents into Strengths 1

Building Talents into Strengths

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Building Talents into Strengths. Strengths Finder Training Beka Peterson. Goals for Training . Understand Strengths-Based Philosophy. Understand your strengths and weaknesses. Understand how to communicate about your strengths. - PowerPoint PPT Presentation

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Page 1: Building Talents into Strengths

STRENGTHS FINDER TRAINING

BEKA PETERSON

Building Talents into Strengths

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Page 2: Building Talents into Strengths

Goals for Training

1. Understand Strengths-Based Philosophy.2. Understand your strengths and weaknesses.3. Understand how to communicate about your

strengths. 4. Understand how to use and develop your

strengths while you manage your weaknesses in your work.

5. Understand your strengths as a leader.6. Understand how strengths can build a

stronger team in your organization.

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Page 3: Building Talents into Strengths

Welcome and Warm up Activity

1. Think of your favorite vegetable. 2. Write it down 3. Gather with everyone in the room

who wrote down that vegetable.4. In groups: Share names and your

favorite way to eat that vegetable.

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Page 4: Building Talents into Strengths

Strengths-based Philosophy4

Donald O. Clifton, Ph.D. (1924-2003)

Gallup Research

Now, Discover Your Strengths Marcus Buckingham & Donald Clifton 2001

Strengths Finder 2.0 (2007) Tom Rath

Page 5: Building Talents into Strengths

Strength Finder Tool

Four Decades of Research (over 10 million interviews)

Research is: Focused on what works. Cross Sector. Cross Cultural.

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Page 6: Building Talents into Strengths

Weaknesses

Myth: When you know your strengths, you know your weaknesses. (vice versa)

Reality: Everyone possesses some percentage of talent and some percentage of weakness in every theme area.

Example: In talent theme ‘Woo’ I could have 10% talent and 90% weakness.

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Page 7: Building Talents into Strengths

Reading The Signs 7

In your work, when have you experienced a lack of:

Success— You tried repeatedly, but had little success

Instinct— You find yourself trying to avoid these activities or delegate them to someone else.

Growth— No matter how try you hard, you do not find yourself improving in this area of your work.

eNergy— The activities that leave you feeling tired and drained

Page 8: Building Talents into Strengths

Example8

Page 9: Building Talents into Strengths

Managing Weaknesses

Stop— eliminate the activity/area of work altogether

Team up – work with others who are strong in your areas of weakness

Offer up— volunteer your strength and steer your work toward it

Perceive– challenge yourself to look at your weaknesses differently

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Page 10: Building Talents into Strengths

Words of Wisdom

“We must remember that casting a critical eye on our weaknesses and working hard to manage them, while sometimes necessary, will only help us prevent failure”

-Marcus Buckingham Now, Discover Your

Strengths

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Page 11: Building Talents into Strengths

The “Old Way of Thinking”11

Page 12: Building Talents into Strengths

Paradigm Shift

Where is your focus?12

My

strengths

My

Weaknesses

Page 13: Building Talents into Strengths

Paradigm Shift

Strengths-based balance13

My strengths

My Weaknesses

Page 14: Building Talents into Strengths

Assumptions

Each person’s talents and set of talents are enduring and unique.

Each person’s greatest potential for growth is in their strength areas.

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Page 15: Building Talents into Strengths

Why be Strengths-Based?

Engagement

More satisfiedBetter

EmployeesResults

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Page 16: Building Talents into Strengths

Barriers to being Strengths-Based

What do you think?

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Page 17: Building Talents into Strengths

Definitions

Talent— A natural (innate) way of thinking, feeling or behaving

Knowledge— what you know (information). Skill— The basic aptitude to move through the

fundamental steps of the task. Investment— time and resources spent

practicing and developing your knowledge and skill base.

Strength— The ability to consistently produce a nearly perfect positive outcome in a specific task.

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Page 18: Building Talents into Strengths

Definitions cont.

Weaknesses: Areas of lesser talent

Blind Spots: Traits of your dominant “talent theme” that may cause you to overlook important considerations

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Page 19: Building Talents into Strengths

The Strengths Equation

Talent + Knowledge + Skills X

Investment

=STRENGTH

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Page 20: Building Talents into Strengths

The Strengths Cycle20

Page 21: Building Talents into Strengths

It Starts with YOU

Introspection Awareness

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Page 22: Building Talents into Strengths

Video

Do you know what your strengths are?Trombone Player Wanted

Marcus Buckingham

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Page 23: Building Talents into Strengths

Introspection Revisited

In your work, when have you experienced:

Success— When did you achieve excellence?

Instinct/yearning –What activities attracted you?

Growth/rapid learning— What activities did you learn quickly (without frustration)?

eNergy/satisfaction—What activities did you “get a kick out of” doing?

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Page 24: Building Talents into Strengths

Examples24

Page 25: Building Talents into Strengths

Your Top 5

Revisit your top five report and highlight the words/sentences that relate to you.

VISTA and Supervisor Debrief: What was right on the money? Where there strengths that seemed less

applicable? Why?

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Page 26: Building Talents into Strengths

From Introspection Conversation

1. Chose the Strength that you identified with the most.

2. Go to the corresponding poster.

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Page 27: Building Talents into Strengths

Conversation

Share with your group:

1. What do you identify with in this talent theme?

2. What does not fit? 3. What activities at/outside of work

can you connect to this strength?

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Page 28: Building Talents into Strengths

FREE Your Strengths

1. Work in VISTA/supervisor pairs 2. Supervisor will guide

brainstorming using the questions outlined on worksheet.

3. VISTA should fill in ideas on the blank side.

4. Share your action plan with the other groups at your table.

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Page 29: Building Talents into Strengths

Strengths-based Teams

Strengths-based leadership

Strengths-based Teams

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Page 30: Building Talents into Strengths

Four Domains of Leadership

Executing Influencing Relationship

Building Strategic Thinking

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Page 31: Building Talents into Strengths

Executing Strengths

AchieverArrangerBeliefConsistency

DeliberativeDisciplineFocusResponsibility

Restorative

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Page 32: Building Talents into Strengths

Influencing Strengths

ActivatorCommandCommunication

Competition

MaximizerSelf Assurance

SignificanceWoo

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Page 33: Building Talents into Strengths

Relationship Building

AdaptabilityDeveloperConnectivedness

EmpathyHarmony

IncluderIndividualization

PositivityRelator

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Page 34: Building Talents into Strengths

Strategic Thinking Strengths

AnalyticalContextFuturisticIdeation

InputIntellectionLearnerStrategic

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Page 35: Building Talents into Strengths

Strength-Based Teams

Who says there is no ‘I’ in team?

Myth: A good team member is well-rounded.

Strengths-based truth: A good team member, but a good team is.

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Page 36: Building Talents into Strengths

Strengths-based Teams

1. Identify the strengths of individual team members

2. Tailor the task to the team member

3. Organize4. And reorganize (be willing to

shift throughout the process of what works best)

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Page 37: Building Talents into Strengths

Top 5 Grid

Do you share strengths in common?

Do you have more unique strengths than similar strengths?

What do you think are the strengths of others in your team?

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Page 38: Building Talents into Strengths

Looking Ahead38

Page 39: Building Talents into Strengths

Where can you learn more?

Strengths Based Leadership (2009) StrengthsFinder 2.0 (2007) StrengthsQuest (2006) Teach With Your Strengths (2005) How Full Is Your Bucket? Positive

Strategies for Work and Life (2004) Living Your Strengths (2004) Now, Discover Your Strengths (2001) www.simplystrengths.comwww.strengths.gallup.com

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Page 40: Building Talents into Strengths

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Thank You!