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Mar 21 2018

#CoachHG Collection 12: Conflict Resolution (Woo & Deliberative) – StrengthsFinder Singapore

Read #CoachHG Collection: Conflict Resolution (Introduction) before proceeding further.

Woo & Deliberative are 2 very contrasting talent themes in CliftonStrengths.

Woo talent theme

StrengthsFinder Singapore StrengthsTransform Woo GeniusThe genius of your WOO talent involves the impact you can have on other people and the ease with which you can win them over. You have an incredible ability to meet new people and almost magically know what to say in order to draw others out. Other people love the attention you give them and the way that you can affirm a person so quickly. Of course you love the process and the challenge of meeting new people. And people love it when you connect with them. The genius of this talent is that you can not only quickly connect with people but you can be a catalyst in helping people connect with one another. Make no mistake about it, when you enter a crowd the crowd will be dfferent because you were there. In fact, you have the capacity to transform a crowd of disconnected people into a group and this is no small accomplishment.

Deliberative talent theme

StrengthsFinder Singapore StrengthsTransform Deliberative GeniusThe genius of your Deliberative talent is found in the quality of your decisions, choices, values, and the directions you decide to pursue. Your deliberative genius involves thinking and the fact that you will take multiple things into consideration every time you make a decision or a plan. The genius of your Deliberative talent allows you to look at an issue from multiple sides. You will “play the devil’s advocate” as you think through alternatives, values, and propositions, and you will look at multiple sides as you are learning. You will slow down the process whenever you are learning, planning or deciding. But this does not mean you are “slow minded”. Quite the opposite. This is part of your genius and results in very high quality decisions and a depth of understanding.

Common conflict points between 2 persons; one with Woo & the other with Deliberative

  1. My Woo talent dwells on the surface with as many people BUT your Deliberative talent dives deep into multiple considerations
  2. My Woo talent believes ‘adventure has great return’ BUT your Deliberative talent believes in ‘adventure has great risk’
  3. My Woo talent connects many individuals to make the group dynamic strong BUT your Deliberative talent considers many potential obstacles to make the process smooth
  4. My Woo talent is fast & spontaneous BUT your Deliberative talent is slow & selective

The way to minimise the conflict and to maximise the collaboration is to operate from  the position of Confident Vulnerability; I know what I really am, I know what I really am not, and I am fine with both as my weaknesses can sit on my strengths”

What if you have both Woo & Deliberative talent themes in your Top 5 themes?

“WOO + DELIBERATIVE”
While you are capable of and interested in building a broad social network, you proceed with caution, mindful of potential risk.

We change the ‘BUT‘ to ‘AND‘.

  1. Your Woo talent dwells on the surface with as many people AND your Deliberative talent dives deep into multiple considerations; on the surface you may seem to just having some small friendly talks but your brain is also working intensely to be cautious over certain people and/or topics.
  2. Your Woo talent believes ‘adventure has great return’ AND your Deliberative talent believes in ‘adventure has great risk’; you’re able to wisely size up a situation to decide whether this particular adventure’s return is worth the risk.
  3. Your Woo talent connects many individuals to make the group dynamic strong AND your Deliberative talent considers many potential obstacles to make the process smooth; the ability to build quality group dynamics and quality processes.
  4. Your Woo talent is fast & spontaneous AND your Deliberative talent is slow & selective; you have a tremendous range for engagement in terms of speed and selection.
READ MORE HERE! 

Written by editor · Categorized: Strengths Consultation, Strengths Description

Feb 05 2018

#CoachHG Collection 11: Conflict Resolution (Maximizer & Restorative) – StrengthsFinder Singapore

Read #CoachHG Collection: Conflict Resolution (Introduction) before proceeding further.

Maximizer & Restorative are 2 very contrasting talent themes in CliftonStrengths.

Maximizer talent theme

StrengthsFinder Singapore StrengthsTransform Maximizer Genius

The genius of your Maximizer talent starts with what you can see in people. You can see the strengths and talents, the potentials and the capabilities, and you can see the emerging abilities within people even before they can see them. But this is only the beginning of the genius of your Maximizer talent. You can literally see what people could be like if they were to fully develop and maximize the talents, potential and emerging abilities within them. is results in you having an incredible impact in the lives of others. As you hold up pictures and mirrors of what you see in others, you help them form new concepts of themselves that build hope and motivation to achieve and be what they have the capacity to be. Moreover, you are a great “coach” in moving people to their greatest potential and in moving people into roles where their potential can be lived out.

Restorative talent theme

StrengthsFinder Singapore StrengthsTransform Restorative Genius

The genius of your Restorative talent is found in the way you can think and fix things. This is key to all problem solving. But your ability to fix goes beyond patching things together. The way you restore things involves bringing them back to life. Accordingly, you can have a restorative effect on relationships and in fact, entire organizations. The genius of your Restorative strength is that you are so good at figuring out what is not working, resolving that, and then guiding people to a way of being healthy and highly functional.

Common conflict points between 2 persons; one with Maximizer & the other with Restorative

  1. My Maximizer talent sees potential BUT your Restorative talent sees problems
  2. My Maximizer talent invests to maximise return BUT your Restorative talent invests to minimise disfunction
  3. My Maximizer talent is motivated by greatness in outcome BUT your Restorative talent is motivated by smoothness in operation
  4. My Maximizer talent is selective BUT your Restorative talent is responsive

The way to minimise the conflict and to maximise the collaboration is to operate from  the position of Confident Vulnerability; the confident-awareness of one’s talent contribution to the partnership and the vulnerable-appreciation of the contribution of other’s talent to the same partnership.

What if you have both Maximizer & Restorative talent themes in your Top 5 themes?

“MAXIMIZER + RESTORATIVE”
You are attracted to and driven by excellence, and you can’t ignore or minimize any problems that erode the quality you love.

We change the ‘BUT‘ to ‘AND‘.

  1. Your Maximizer talent sees potential AND your Restorative talent sees problems; having an eye to solve the ‘most essential problem’ to unlock the greatest potential.
  2. Your Maximizer talent invests to maximise return AND your Restorative talent invests to minimise disfunction; investing in the least problematic area which can generate the greatest return.
  3. Your Maximizer talent is motivated by greatness in outcome AND your Restorative talent is motivated by smoothness in operation; having the highest level of motivation by ensuring the operation is smooth in order to enjoy the great outcome.
  4. Your Maximizer talent is selective AND your Restorative talent is responsive; the ability to selectively be responsive to things that really matter.

READ MORE HERE!

Written by editor · Categorized: Strengths Consultation, Strengths Description

Dec 15 2017

StrengthsFinder Coaching: Harnessing Power of Unique Profiles

No Ordinary Organisation

strengthsfinder singapore strengthstransform corporate workshop gallup strengths coaching

I walked into a busy healthcare facility in the heartland of Singapore. The security guard initiated surprising hospitality-like eye contact and asked me what I needed (not part of his security job!). I said “I have a meeting with Dr. X” (certainly not your usual visitor request in a healthcare facility).

Surprisingly, he walked me personally to the door of Dr. X, checked for his presence in the room, before allowing me to contact Dr. X on my mobile.

During the 10min waiting time before I met Dr. X, two other staff approached me to see how they could assist me (they were obviously paying attention to my “non patient-like” body language)

A Unique Work Culture

That surprised me. This was no ordinary work culture.

THAT was no ordinary security guard (not even an employee of the organisation, merely contracted to provide security services). But his hospitality spoke volumes about how psychologically invested he was in his job.

There were many other patients in the healthcare facility, all presumably waiting. The three personnel’s actions demonstrated the amazing level of staff engagement in this place. There was nothing that happened that didn’t concern anyone. No one had to wait for others before taking action to serve.


The Man Behind the Culture

Dr. X came across as humble, polite & patient, not the usual qualities you will immediately associate with a successful & accomplished leader of a healthcare facility. He said,

“Here we treat everybody, even non-employees (referring to the security guard) as part of the family. They get invited to all our staff functions and gatherings. People here stay a long time, they do not want to leave.”

He was speaking about what he did, but I was making connections between his actions and the talent themes on his most unique profile.

strengthsfinder singapore strengthstransform corporate client talent themes

Developer-Maximizer

Dr. X possesses a unique ability to focus on incremental improvement (#developer) of his people while pushing for high standards (#maximizer). This allows him to patiently nurture junior staff yet engage high-flyers to drive excellence. No one left behind.

Arranger-Achiever-Responsibility

He does work well independently (#achiever), yet is adept at delegation (#arranger), all these while maintaining a real ownership of everything that happened in his center (#responsibility). An effective manager who leads from the front.

Consistency-Relator

He invests time fairly among his huge staff team (#consistency), yet manages to make all of them his inner circle (#relator). People felt close to him without sensing any favouritism or cliques. Relatable leader to all staff.


Keys to Effectiveness – Applying Talents for Consistent Positive Outcomes

strengthsfinder singapore strengthstransform coaching corporate professionals

We could go on about the half-dozen combinations we explored during strengths-based executive coaching, but it was clear that Dr. X’s excellence arose from his ability to apply contrasting talents effectively to meet the multi-faceted demands on a healthcare leader.

Dr. X demonstrated an ability to use his unique soft-skills, coupled with his domain knowledge and skills as a medical doctor, to become an effective leader.

The Strengths-Based Coaching helped him to become aware of what he did (unconsciously) to become so good at his job. What was formerly incidental, once brought into conscious space, paves the way for intentional development & application.

Strengths-coaching now empowers him to do more:

  1. Selectively add more hard skills & knowledge to expand contribution into other areas (e.g. medical research)
  2. Intentionally maximise contribution with job functions that bring out his best soft-skills (a.k.a. career planning, people management & job redesign)

The coaching will have sparked a potentially significant leap, helping him to contribute even more.


Strengths-Based Leadership & Employee Engagement

That was all about the man. What had it to do with the staff & excellent culture? Even before executive coaching, Dr. X had already exhibited a keen awareness to engage staff in their (respective) unique talents.

  1. His #developer allowed him to engage people at their level.
  2. His #maximizer enabled him to focus on staff’s potential for excellence.
  3. He invested time (#relator) to be curious about his employees (#learner) & assumed ownership (#responsibility) to assign roles (#arranger) so that his facility & service matches up to the highest benchmarks (#competition).

Gallup’s research on employee engagement shows that a focus on strengths is the primary driver for staff engagement regardless of the bigger environment or the personal factors. Dr. X “just happened” to lead using a strengths-based approach even without calling it out.

strengthsfinder singapore strengthstransform leadership teambuilding workshops

What did he do with this conscious realisation? He ordered StrengthsFinder profiling & StrengthsTransform Team Coaching for his staff.

(For more information about my coaching & training services. Please drop me a note or refer to the StrengthsTransform, Amplitude (corporate) or Kingmaker (schools) websites.)

READ MORE HERE!

Written by editor · Categorized: Strengths Consultation, StrengthsTransformed!

Dec 12 2017

#CoachHG Collection 10: Conflict Resolution (Introduction) – StrengthsFinder Singapore

 

strengthsfinder singapore strengths chairman strengths coach heeguan jim clifton
My meeting with Jim Clifton, the Chairman & CEO of Gallup

For this new series, I would like to focus on ‘Conflict Resolution through a CliftonStrengths lens’. During my last meeting with Jim Clifton, the Chairman & CEO of Gallup, our conversation evolved around 2 core issues:

  1. It is more than Strengths Movement, it is about ‘everybody needs a coach’
  2. Almost every executive coaching eventually evolves around ‘people/relational issues’

With more than 17 million people who have completed their CliftonStrengths profiling, there are certain pairs of talent themes that seldom appear in their Top 5 together; 1% or lower chance. Some of these pairs are:

  • Maximizer & Restorative
  • Woo & Deliberative
  • Ideation & Consistency

The reason why they are ‘unlikely pairs’ is that they have more contrasting traits than other pairs. In this series of articles, I will share using the following framework:

  1. Brief insight into the first talent theme
  2. Brief insight into the unlikely paired second talent theme
  3. Potential conflict points between 2 persons; each having one talent theme that contrasts with the other (eg. my wife and I)
  4. What if a person have both talent themes in his/her Signature (Top 5) themes?

I’ll like to introduce a fellow Strengths Coach, Yeang Cherng, to you. He has written 2 excellent articles on:

  1. Coaching “Unusual” StrengthsFinder Profiles
  2. Coaching “Unusual” StrengthsFinder Profiles II

These 2 articles will lay a strong foundation for my subsequent articles. See you soon!

READ MORE HERE!

Written by editor · Categorized: Strengths Consultation, Strengths Intervention

Oct 28 2017

#CoachHG Collection 9: CliftonStrengths Findings In Gender (Competition)

From my previous article, I mentioned that from the database of more than 11 million people, there are 5 talent themes with highest differentiation between men and women.

  • Women far exceed men in having Empathy and Developer in their Signature themes – a powerful combination for nurturing others.
  • The number of men with Analytical, Ideation and Competition in their Signature themes far exceeds the number of women with these themes in their Signature themes.
  • Men (16.3%) far exceed women (6.5%) in having Competition in their Signature themes.

In this article, I shall focus on the 4 factors to develop the Competition talent theme.

StrengthsFinder Singapore StrengthsTransform Competition Genius

Factor 1: Awareness of “I want to win” drive

Your Competition talent creates a tremendous energy, drive and determination within you. You want to succeed. You demand success for yourself and you measure that success in terms of where you stand in comparison to others. Your rate of betterment increases when you identify any task as a ‘competitive project’.

Factor 2: Attitude towards competition

It is crucial to know when it’s time to say “winning isn’t everything in this situation” because any overdrive of this talent can potential hurt yourself and others. You should desire to create as many win-win solutions that can lead to positive relationships with others while maintaining your own motivation. Guard against the ‘sore loser’ attitude and embrace ‘I will come back stronger’ mentality.

Factor 3: Attracted to ‘winning elements’

They constantly upgrade themselves by:

  • Learning from the best people
  • Laying hold of the best resources
  • Trying the best practices
  • Reflecting on “how can I be better?”

Factor 4: Affecting your organisation towards “let us win”

But the drive to win, succeed and achieve isn’t focused on you alone. It can be a basis for leadership and impacting the lives of others. First, your “win attitude” is a model for others. Second, your competition is often turned into being a source of inspiration for others. And finally, you can use your competition talent to stimulate others to strive for higher levels of performance and productivity. You are someone who grabs the attention of others and they begin to believe that they too can achieve.

Ivan Misner, the  the founder and Chairman of business networking organisation BNI shared his philosophy on Competition. I briefly translate his philosophy with a CliftonStrengths lens:

People with Competition talent theme:

  • never bothers about his competitors; not a spirit of rivalry
  • Instead, they focus on creating positive impact; a spirit of positive influence

They

  • never project their dominance over other; not a spirit of insecurity
  • Instead, their process is a journey to improve; a spirit of improvement towards excellence

In conclusion,

  • Is Competition talent one of your Signature (Top 5) Themes?
  • Which of the above 4 factors are manifesting in your past successes?
  • Supposed tomorrow, you are contributing these traits to your family or organisation and you are extremely well received and appreciated by others. What are some different approaches you are using then compare to how you used to utilise Competition talent?

Having dived into the Competition talent, what are your thoughts on the global statistic differentials in gender for this talent theme? Do you have any observations to share from people surrounding you – at work, in the home or among your friends? The genius and beauty of Competition is certainly in our midst, eradicating complacency, aiming for excellence, generating positive push among team members and celebrating wins with the team.

 READ MORE HERE!

Written by editor · Categorized: Strengths Consultation

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