The Engagement Differential - c.ymcdn.com_Brandon_Powerpoint.pdf · retreats with corporate and...
Transcript of The Engagement Differential - c.ymcdn.com_Brandon_Powerpoint.pdf · retreats with corporate and...
The Engagement Differential
Improving Your Organizational
Outcomes through Talent Development
using the Clifton StrengthsFinder
BRANDON MILLER, Co-Founder-CEO
StrengthsFinder Organizational Consultant
MAXIMIZER | ACHIEVER | ACTIVATOR | STRATEGIC | ARRANGER
Brandon Miller is a Gallup-Certified Strengths Coach, and CEO of 34 Strong, a
company committed to sustainable StrengthsFinder organizational culture
development. Since 2003, Brandon has coached 1000+ people through their
StrengthsFinder results and facilitated trainings for hundreds of teams in 100+
organizations. His expertise is leading team trainings, workshops, key-notes and
retreats with corporate and government clients across all industries.
Some recent trainings Brandon facilitated include: Plum Organics, Bank of America,
UC Davis Extension, The State of CA Dept. of Public Health, Consumnes Service Park
and Recreation, U.S. Food and Drug Administration (FDA), Tesla Motors, Johnson and
Johnson and Safe Haven.
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STAND UP IF YOU ALWAYS …
Talk to people in elevators, airplanes, grocery stores, and
wherever you go
You are still friends with someone from elementary school
Have a color-coded or otherwise organized closet
Write down a list of things to do, and stick to it
Make a list of things to do, even on weekends
Have to win the contest, promotion, you are, in it to WIN it!
If you’re skeptical, you need proof, black & white data
Push the elevator button to “remind” the elevator that you’re
there
Go thru the automated checkout because you’re too impatient to
go thru a checker
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Thousands of the world’s BEST
organizations ingrain Gallup’s
strengths science deep into their
culture.
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“At Facebook, we try to be a strengths-based
organization…”
New York Times Recommend the best business book you’ve read in recent
years
Sheryl Sandberg
Chief Operating
Officer
Facebook Inc.
“Now, Discover Your Strengths, by Marcus Buckingham
and Donald O. Clifton. This book has been instrumental
in how we think about developing talent at Facebook.
...we try to make jobs fit around people rather than make
people fit around jobs. We focus on what people’s
natural strengths are and spend our management time
trying to find ways for them to use those strengths every
day.”
PEOPLE WHO FOCUS ON USING THEIR STRENGTHS
ARE 3 TIMES MORE LIKELY TO
REPORT HAVING AN
EXCELLENT QUALITY OF LIFE
AND 6 TIMES AS
LIKELY TO BE
MORE SUCCESSFUL
IN THEIR JOBS.
“Selecting for talent is the manager’s first and most important responsibility. If he fails to find people with the talents he needs, then everything else he does to help them grow will be as wasted
as sunshine on barren ground.”-First, Break All the Rules
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KEY #1: IDENTIFY TALENT
Encourage a manager to turn this key by helping him or her:
Understand and appreciate the unique talents of each team member
Identify the tasks and activities each person does best
Appreciate the valuable role each team member plays AND the potential contribution each person brings to the team
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IDENTIFYING TALENT: TURNING THE KEY
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KEY #2: SETTING EXPECTATIONS
“To get the most from her team, a manager must help each employee mold his job around the way he works most naturally, maximizing the frequency of optimal experiences in which he loses himself in the work, is internally motivated, and
finds himself naturally gifted. She must also realize that as long as he accomplishes the goals for which he is responsible… how he gets there does not matter.
Acknowledging one’s greatest natural talents and weaknesses does not mean accepting a narrow set of career possibilities. Rather, it means each employee will succeed in a relatively unique way, applying his own style to the accomplishment.”
-12: The Elements of Great Managing
Encourage a manager to turn this key by helping him or her:
Identify the tasks and activities each person does best
Understand what exactly each team member needs from the manager to be successful
Develop a strategy to help each team member find the way that works best for that individual
Find the format and frequency of communication that works best for the team and each team member
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SETTING EXPECTATIONS: TURNING THE KEY
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KEY #3: MOTIVATING
“Focus on each person’s strengths and manage around his weaknesses. Don’t try to fix his weaknesses. Don’t try to perfect each person. Instead do
everything you can to help each person cultivate his talents. Help each person become more of who he already is. …Each person is different. Each
person has a unique set of talents, a unique pattern of behaviors, of passions, of yearnings. Each person’s pattern of talents is enduring, resistant to change. Each person, therefore has a unique destiny.”
- First, Break All the Rules
Encourage a manager to turn this key by helping him or her:
Understand and appreciate the unique motivational factors for each team member
Find the format and frequency of recognition that works best for the team and each team member
Create an environment that encourages recognition and praise.
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MOTIVATING: TURNING THE KEY
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KEY #4: DEVELOPING
Managers should “help each person find roles that ask him to do more and more of what he is naturally wired to do. Help each person find roles where
her unique combination of strengths – her skills, knowledge and talents –match the distinct demands of the role.”
- First, Break All the Rules
Encourage a manager to turn this key by helping him or her:
Understand and appreciate the natural strengths and abilities of each team member
Identify opportunities in which team members can apply their strengths more often
Discover the developmental wants and needs of team members
Create an individual development plan (IDP) for each team member 18
DEVELOPING: TURNING THE KEY
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Managers who predominantly focus on
employees’ strengths reduce active
disengagement to an astoundingly low 1%.
San Diego SHRM Conference Special
Visit us at the 34 Strong booth and pick up
a voucher with an access code to take the
StrengthsFinder along with Either a one
hour strengths coaching session or 90
minute team introductory strengths session.