Lead Through Strengths

I get a whole lot of questions about how to amplify your CliftonStrengths talent theme of Maximizer with your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make a better alignment between your job and your strengths. - If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. - If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. You’ll get three layers to chew on: 1. Career Branding 2. Red Flag Situations At Work 3. Fresh Application Ideas   Career Branding When Maximizer Is Your Strength You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it's full

I get a whole lot of questions about how to align your CliftonStrengths talent theme of Positivity with your career. In this series, I break down one strength per post. That way, you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone.   Today, the talent theme of the post is Positivity. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas   Career Branding When Positivity Is Your Strength You probably already have a reputation for what you know. If you imagine your resume or your L

I get tons of questions about how to go deeper to align your CliftonStrengths talent theme of Relator with your career. So in this series, I break down one strength per episode. That way,  you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re reading as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re reading for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. Today, the talent theme of the episode is Relator. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas   Career Branding For Relator You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “the wh

I get a whole lot of questions about how to align your CliftonStrengths talent theme of Responsibility with your career. In this series, I break down one strength per post — so that you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone.   Today, the talent theme of the post is Responsibility. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas Career Branding When Responsibility Is Your Strength Let’s start with career branding. You probably already have a reputation for what you

I get gobs of questions about how to align your CliftonStrengths talent theme of Restorative with your career. So in this series, I break down one strength per post so that you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. Today, the talent theme of the post is Restorative.   You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas   Career Branding For Restorative You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “the what,”

I get a lot of questions about how to align your CliftonStrengths talent theme of Self-Assurance with your career. In this series, I break down one strength per episode so that you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone. The talent theme today is Self-Assurance. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas   Career Branding For Self-Assurance You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “the what,” which

I get tons of questions about how to align your CliftonStrengths talent theme of Significance with your career. So in this series, I break down one strength per episode. That way, you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone.   Career Branding For Significance Today, the talent theme of the episode is Significance. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “t

I get a steady stream of questions about how to align your CliftonStrengths talent theme of Strategic to your career. In this series, I break down one strength per episode — so that you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone.   Career Branding When Strategic Is Your Strength Today, the talent theme of the episode is Strategic. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet i

I constantly get questions about how to align your CliftonStrengths talent theme of Woo with your career. So in this series, I break down one strength per episode — so that you can add to the insights from your StrengthsFinder report and make a better match between your job and your strengths. – If you’re exploring as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best. – If you’re exploring for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone.   Talent Theme: Woo Today, the talent theme of the episode is Woo. You’ll get three layers to chew on: Career Branding Red Flag Situations At Work Fresh Application Ideas Career Branding For Woo You probably already have a reputation for what you know. If you imagine your resume or your LinkedIn profile, I bet it’s full of “the what

Today we're exploring your CliftonStrengths Q&A with a question someone asked me in a training class the other day. He said, “Hey, I only have two of the four CliftonStrengths colors in my StrengthsFinder DNA chart. Is that bad?” My answer to this one is like that Lil Jon Song “Work What Your Mama Gave Ya.” Maybe he said Shake What Your Mama Gave Ya, but you know what I'm talking about here. It’s the best thing you can do with your lineup of talents: use the ones you have. Have You Downloaded Your Strengths Tools? One of the best ways leaders can build a strengths-based culture is to offer an appreciation of strengths in action. If you’ll notice what works, you’ll get more of what works because people can replicate what they’ve already done well. Get started by downloading this awesome tool that offers you 127 Easy Ways to Recognize Strengths on your team. The DNA Colors = 4 Demands You Have In The Workplace If you're not sure what I'm talking about when I say, “the DNA colors,” there are these 4 domains

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to [http://leadthroughstrengths.com/challenge] to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assess

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to [http://leadthroughstrengths.com/challenge] to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assess

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to [http://leadthroughstrengths.com/challenge] to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assess

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to [http://leadthroughstrengths.com/challenge] to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assess

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to [http://leadthroughstrengths.com/challenge] to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assess

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to [http://leadthroughstrengths.com/challenge] to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assess

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to http://leadthroughstrengths.com/challenge to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessme

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to http://leadthroughstrengths.com/challenge to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessme

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to http://leadthroughstrengths.com/challenge to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessme

In this 12-week strengths implementation series, you get one conversation per week to help your team start each week with strengths. If you “did” StrengthsFinder with your team and you didn’t follow up after the initial conversation, this is a great way to make Strengths part of your work culture. Go to http://leadthroughstrengths.com/challenge to get the series emailed to you one week at a time. You’ll get the question and examples to make it sound real and practical. You’ll also get additional angles so that you can take the answers beyond the surface. If you’re a manager who wants to make culture-building part of everyone’s job, have each person on the team sign up for the email series. That way, it won’t rely on you doing the question-asking each week. You can get the team to share their answers after they receive the email. This series is usable even if you’ve never used CliftonStrengths. Although the questions work in excellent alignment with the StrengthsFinder 2.0 book, they also work with no assessme