Discover Your Strengths

Who is this David Clute guy?

Disclaimer

The role of an administrator How many of you are responsible for:

A. Department- or division-wide financial reporting

B. Clinical revenue cycle management

C. Clinician productivity and incentive plans

D. Grants and contracts

E. Program development

F. Recruiting and onboarding personnel

G. Information systems

H. Facilities management

I. Commercializing intellectual property

J. Supervising people

K. Creating an engaging work environment

Creating an engaging work environment Why is it important to you to

create an engaging work environment?

Does anyone hold you accountable for the engagement level of your employees?

Should you be held accountable?

Kevin Cruse, Forbes Employee engagement is not:

What isemployee engagement?

Employee engagement is the emotional commitment the employee has to the organization and its goals

When employees are engaged, they willingly contribute discretionary effort

Employee happiness Productivity?

Employee satisfaction 9 to 5

Why does employeeengagement matter?

Employee disengagementWhat is the #1 reason why people voluntarily leave their jobs?

A. Compensation and benefits

B. Opportunities for professional growth

C. Better job security

D. Family or personal reasons

E. None of the above

65% Why?

The role of a people manager

Towers Watson Global Workforce Study

1/3 of managers are not coaching employees on how to develop in their role

37% of employees believe their managers do not have enough time to handle the people aspects of their jobs

“Perhaps managers would be better off prioritizing their time so that they first get to know their team members … and then help them to do their best work.” – Roger Trapp, Forbes

What’s Happening inCU Family Medicine

Positive Psychology

The perfect ratio is 5 to 1

John Gottman700 newlyweds

15 minutes

10 years later …

94%Accuracy!

Five strategies for IncreasingPositive Emotions Prevent bucket dipping

Shine a light on what is right

Make best friends

Give unexpectedly

Reverse the Golden Rule

“Let’s fix what’s wrong and let strengths take care of themselves.”

Strengths-Based Development Build on your areas of greatest

potential rather than seeking to shore up weaknesses

Be aware of your weaknesses, and manage them, but –

Your greatest opportunity for success is the “potential energy” stored in your natural talents

How to identify strengths Listen for yearnings

Watch for satisfactions

Rapid learning

Glimpses of excellence

Total performance of perfection (“flow”)

Talents

Talents vs. Strengths Talents are naturally recurring patterns of thought, feeling, or

behavior that can be productively applied

A strength is the ability to consistently provide near-perfect performance in a specific activity

Talent * (Practice + Knowledge + Skills) = Strengths

StrengthsFinder Talents

“Top 5 talents”

StrengthsFinder discussions How do your talents show up in your life?

Maximizing your performance using your talents

How can you “feed” your talents?

What type of praise and recognition do you prefer?

How can you manage misperceptions of your talent?

How do the talents across your team work together?

What do you think?

What I have done … What else has developed …

Lunch & learn sessions One-on-one strengths

coaching sessions Email “blog posts” on each

of the 34 SF talents Facilitated a seminar on

StrengthsFinder to my peers at the Association of Departments of Family Medicine

Invitations to speak or facilitate conversations in other CU Departments

Lead teambuilding activities for small groups

Incorporate StrengthsFinder into the curriculum for existing leadership programs across campus

Opportunities to “share the gospel” nationally for other associations, universities and government agencies

What are you doingor will you do

to build employee engagement?