Today s Agenda. Legal Disclaimer (The Fine Print)

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1 Team and Board s Competitive Advantage Phill Martin cae Dana Fickling mba Today s Agenda Brief Review of Strengths Psychology and assessment A Leader Training Challenge How it worked in our context Group Competitive Advantage Ways you can implement Q and A Legal Disclaimer (The Fine Print) All animations are licensed through the Animation Factory to CoreClarity, Inc. The 34 Clifton StrengthsFinder theme names are trademarks of Gallup, Inc. CoreClarity, Inc. is not affiliated with The Gallup Organization ( Gallup ) and Gallup owns all right, title, and interest in all of its trademarks and copyrights relating to Clifton StrengthsFinder, Gallup, StrengthsFinder, and the 34 Clifton StrengthsFinder theme names. The non-gallup information being presented has not been approved and is not sanctioned or endorsed by Gallup. The opinions, views and interpretations centered on Clifton StrengthsFinder are solely the opinions of CoreClarity, Inc. Except as stated herein, all other materials are copyrighted or are the trade or service marks of CoreClarity, Inc. and cannot be used without the express written consent of CoreClarity, Inc. 1

2 Don O. Clifton, Ph.D. Known as Father of Strengths Psychology Wondered what makes people successful - not what makes them fail 50 yrs systematically studying excellence Asked open-ended questions 2 million+ high-performance achievers SRI purchases Gallup 1998 Marcus Buckingham The 34 Talent Themes Achiever Connectedness Harmony Relator Activator Consistency Ideation Responsibility Adaptability Context Includer Restorative Analytical Deliberative Individualization Self-Assurance Arranger Developer Input Significance Belief Discipline Intellection Strategic Command Empathy Learner Woo Communication Focus Maximizer Competition Futuristic Positivity Candace Fitzpatrick Founder of CoreClarity Entered SMU for MBA in 2001 Graduation day purchased Now, Discover Your Strengths Created CoreClarity Key adding color and clarity to Gallup s original talent categories Dr. John Slocum challenge 2005 CoreClarity, Inc. In-Powering People & Teams Created CoreClarity business model - now with more than 36,000 profiles in the database 2

3 Categories of Talents In Gallup s book Follow This Path (Coffman & Gonzalez Molina, 2002) the talents were segmented into 4 categories Relating used to create, develop and sustain relationships with others over time Thinking involves the way people gather, process and make decisions with information and mental images Striving the way one pushes oneself toward results Impacting used to motivate others to action Categories of Talents Relating Thinking Striving Impacting Connect Talents Reflect Talents Energize Talents Mobilize Talents The CoreClarity Key 3

4 What is the difference between talents and strengths? Talent Naturally recurring pattern of thought, feeling or behavior that can be productively applied Talent + Skills + Knowledge + Use = Strength Strength Consistent, near perfect performance in an activity you love doing Successful people understand their talents and strengths and build their lives upon them. Successful organizations don t just accommodate differences in their people, they capitalize on them. Benefits of Focusing on Talents People working in their talents are: Up to 10 times more productive than the average worker More productive both at work and at home Less stressed Happier Healthier and they have a LOT of energy! 4

5 Books and website Our challenge Identify competence of future leaders Leverage the talents of the leaders that emerge Develop an understanding of why boards and teams behave in a certain manner Provide a common language to talk about what made us strong and where we struggled The Cumulative Talents of Your Board/Staff 5

6 Board Strengths Board Strengths 25 or of 34 7 Responsibility 4 Achiever, Strategic 3 Adaptability, Belief, Empathy, Learner, Relator 2 Arranger, Communication, Consistency, Developer, Discipline, Harmony, Includer, Input 1- Analytical, Connectedness, Context, Focus, Ideation, Maximizer, Positivity, Self- Assurance, Woo TCN Board Team 6

7 Competitive Advantage by Concentration We Explored these questions: Team Talent Analysis How important are the talents that are not in your top five? Which less prevalent talents are critical to your team s success? Which team members have these talents? How can you ensure these people feel valued? How can you leverage the diversity in your team? 12 Core Drills (these help define how strengths work together) Life Lines 5 Trail Blazers Stabilizer - 3 Thought Rockets Passionistas Super Driver Forces of Nature - 1 Illuminarios Optimizers - 1 Gurus Bridgineers - 1 Pace Setters 7

8 Group Chart 27% - 5 Life Lines Salt of the Earth our natural caregivers and caretakers Servant leaders they motivate by example Depending on their talents, their focus may be on people (Blue), information (Green), or tasks (Orange) Steady and reliable; can often feel overlooked and/or taken for granted Experience joy when they are in service to others Essential, core component on every team 8

9 Competitive Advantage Exercise Is this who you are? Is this who you want to be? Is this who you need to be? Competitive Advantage The Church Network Board is a leadership team which consistently delivers on their commitments as they thrive on creating cutting-edge solutions for complex challenges. They have high capacity leveraging their ability to be extremely flexible while holding to their strong spiritually grounded values. This innovative team is relationship-focused as they translate its compelling messages for their members. Competitive Advantage The Church Network Board is a leadership team which consistently delivers on their commitments as they thrive on creating cutting-edge solutions for complex challenges while holding to their strong spiritually grounded values. This innovative team is relationship-focused as they seek to translate this compelling messages to their members. 9

10 Our take aways Helps you understand why people relate to each other in a certain manner You know your team strengths -it is the win Helps you know when to outsource seek consultant There is no perfect mix Using Strengths as the only tool to recruit is a bad idea. Understanding is the goal. There is value in having a diverse pool of talents on every team. Certain talents are helpful for specific task. e.g. long range planning strategic & futuristic Possible applications Use in key leader development Use with a small internal team Use with senior or full staff team Use with governance board or committees Create a strengths organizational culture When team members change When team faces challenges 10

11 Things to Remember Talents may explain bad behavior, but they are never an excuse for it Talents are relative and affect each other Generalities can be tricky We are all unique appreciate the talents of others Know, Show and Grow your Talents These dictate your energy sources, your Competitive advantage, and your areas of greatest potential growth, success and achievement both personally and as a team! Empower vs. In-Power Empower the giving of power In-Power the power within The Secret to Your Success Your talents are already inside you it is your responsibility to know, show and grow your talents into strengths! Phill Martin, CAE phill@thechurchnetwork.com Dana Fickling dfickling@fpcfw.org 11