Strengthsfinder 2.0

Algebra F

One should waste as little effort as possible on improving areas of low competence.

Peter Drucker

The Role of Strength-Based Leadership Weakness Focus (Performance Reviews, Professional

Development/Training)

Three signs of a miserable job Most influential in terms of job satisfaction =

direct manager

1. Anonymity – not known 2. Irrelevance – doesn’t matter 3. Immeasurability – doesn’t contribute

- Lencioni

Validation = reinforcing what others do well.

What those who follow us want from their Leaders.

Trust = Honesty = Ethos Stability = Core Values = Belief = Logos Compassion = relational = Pathos Hope = Future = direction

Leadership StyleMetaphor Leadership Style

Thinking = Poet = Strategic = analytical

Striving = Worker = Executor = driven

Relating = Priest = Relationship building = people

Impacting = Warrior = Influencer = motivational

Executing Influencing Relational StrategicAchiever Activator (E) Adaptability (E) AnalyticalArranger (S) Command Developer (I) ContextBelief Communication

(R) Connectedness Futuristic

Consistency (S) Competition Empathy IdeationDeliberative (S) Maximiser Harmony InputDiscipline Self-Assurance

(E)Includer Intellection

Focus Significance (E) Individualisation LearnerResponsibility (R)

Woo Positivity (I) Strategic

Restorative Relator

Executing Influencing Relational StrategicRoselynn (3, 2R) Ruth (2, 1R, 1S,

1E)Brenden (4, 1S) David (4, 1R)

Jodi (3, 2R) Alice (3, 1R, 1S) Shannon (3, 2R)

Ana (3, 2R) Sarah S (3, 1R, 1I)Jason (3, 1R, 1S) Reuben (4, 1S)Luke (3, 1R, 1S) Tina (4, 1E)Josh (4, 1R) Kelly (4, 1E)Chris (2, 2S, 1R) Simon (3, 1R, 1S)

Paul (3, 2E)Rosemary (3,1R,1S)Carah (4, 1E)Sarah B (4, 1E)Steven (3, 2E)Catherine (2, 2S, 1E)

Some definitions Executing: Individuals with the majority of their strengths in this leadership

style are adept at making things happen. They “catch” ideas easily and naturally make them a reality. They tend to be the ones who implement specific solutions.

Influencing: Individuals with influencing strengths help their teams reach a broader audience. They are the salespeople for a team’s ideas. Not only that, they naturally tend to “own” the responsibility for getting the message across.

Relationship Building: Individuals with relationship building strengths are the human glue that holds a team together. They take a group of individuals and create synergetic groups that work better together than they could apart.

Strategic Thinking: Individuals with strategic thinking strengths essentially keep everyone focused on what could – and should – be. They use information to help the team make informed decisions.

Group Exercise

Is the leadership strength reflective of the way you lead/function in a team situation?

What one did you think you would be?

Any questions?

Individuals may not be well rounded or possess strengths in all areas…it is a virtual impossibility. However based on extensive gallup research teams need to be well balanced across 4 key domains of leadership strength: Executing, Influence, relationship Building and strategic thinking.

Clip: Dan Cathy CEO Chick-Fil-A

Leadership Team

Executing Influencing Relational StrategicChris (2, 2S, 1R) Jan (3, 1E, 1I) Don (4, 1R)Jono (3, 2R) Matt (3, 2I) Donald (2, 1R, 1E, 1I)

Jo (2S, 2R 1E) Jo (2S, 2R 1E)Hope (3, 2E) Carole (2S, 2R, 1E)Deane (3, 1S 1E)

Who to put where? Stuff needs to be done: Executing1. AchieversPROS: work hard, capacity.Considerations: can walk over people, don’t like meetingsHow to help: in a team they need a relator, praise achievement, involve only when needed.2. ResponsibilityPROS: They will do as they say, ownership of project and teamConsiderations: poor delegators, make all decisionsHow to help: don’t give management roles, watch workloads

People need to be looked after: Relationship Building

1. RelatorPROS: Works well in close relationships, great at involving peopleConsiderations: detest formal structures that minimise human interactionHow to help: allow time for team to bond, team with executors for healthy productive teams

2. DeveloperPROS: want others to do well, give permission to try and try again. Mentors!Considerations: over extend their circle, can spend too much time on hopeless casesHow to help: give them training roles, define their people responsibilties

People need to be motivated: Influencers

1. WooPROS: Natural connection with others, networkers, inspire by conversationConsiderations: short term relationships, influence can be both +ve and –veHow to help: allow them to be a front person, develop a system to catch people after they meet them

2. ActivatorPROS: Turn thoughts into action, courageous, inspire by actionConsiderations: patience is not virtue, can lead to widespread dissatisfactionHow to help: short-term projects, listen to their concerns and reassure, appoint to teams who are stuck.

Plans need to be made: Strategic

1. LearnerPROS: ability to understand the ‘new’. Research focussed.Considerations: stagnation without opportunity to learn. How to help: opportunities to teach, head up new projects

2. StrategicPROS: Create alternatives for progress. Innovative ,futuristicConsiderations: sometimes struggle to communicate the process. One-eyedHow to help: report writing, exposure to other thinkers (INPUT)