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well before I tell you what the Clifton

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strengths assessment really measures

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don't I want to make the case first for

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strengths will you'd imagine for

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something you took any group anywhere

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and you asked the group you said which

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would you rather do write a report for

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your boss or give a presentation would

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you rather be part of a group that

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brainstormed the best approach to

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something or would you rather be part of

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the group that actually implemented a

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strategy anytime you give people choices

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you'll have various people say oh I'd

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like to do that and others say oh I

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could never do that so the idea behind

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strengths is look we're all different

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Oscar Wilde had a wonderful quote he

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said be yourself everybody else is taken

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so when you ask that question you begin

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to think that people are different and

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what Gallup is measuring through this

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tool are your talents it's your natural

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thoughts about who you are as a person

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strengths come from practicing something

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so what Gallup is actually measuring our

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34 strengths that are put into four

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domains so the science behind it is very

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old they've been doing this for decades

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now the reason I like this particular

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assessment because there's lots of

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assessments that will do this is if you

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look at Amazon the number one bestseller

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of all time its strengths finder 2.0

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they're close to 20 million copies now

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so Gallup and when you get the book you

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get an explanation of it and then a code

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where you can get your strengths

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so Gallup has a long history of this and

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lots of evidence about the kinds of

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things that happen when people use their

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strengths so what it's really measuring

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is your talents and they become

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strengths when you invest some time in

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them but it's how you just normally like

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things you like to do who you are as a

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person

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again one of the things that's important

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about knowing your strengths and

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sometimes people say well I know what my

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strengths are you and you may know some

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of them but I also think about look

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they're people who go to karaoke bars

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and think they can sing too

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so the idea of having some science

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behind your strengths and you begin to

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ask well is this me do I like doing

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tasks that I get to use these and the

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evidence is overwhelming when you do

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things that are in your wheelhouse

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you're happier you're more productive so

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how you use it is not to find a job

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where you can use it but rather think

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about the job you do and how could you

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use more of it

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so the Gallup strikes not a selection

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tool it's a development tool so you

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begin to think about okay what are my

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strengths and how can I use them more in

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my specific role now there may be some

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that aren't and that's not to say well I

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only do my strengths we all have to

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manage our weaknesses but what we know

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is that people are more productive

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they're more engaged in their work

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they're happier when they're doing

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things that fit in their wheelhouse and

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knowing what those are and looking for

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them and having a boss who knows what

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these are this is how we make great

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teams I think one of the diss services

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we do to kids sometimes to say you need

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to be well-rounded and I see sometimes

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high school kids who are just knocking

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themselves out to be everything look I

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don't care who you are you may be able

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to do anything but you cannot do

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everything and knowing yourself and what

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your strengths are really matter because

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teams need to be well-rounded so it also

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helps you to create better teams when

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everyone knows what their strengths are

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and we have an appreciation for those

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and then we may say we have this

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particular project here's some people

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who have ideation we need lots of ideas

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people on this team and we have people

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who are analytical so they can look at

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data those things so the way you use it

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is first of all is to know them and then

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second of all begin to think how can I

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apply these and then further develop

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them to

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I think it it's a human experience it

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applies to anybody that whether you're a

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student and you want to know Who am I

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and it starts in its strength-based it's

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not it doesn't start with an efficiency

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what we know is the research is pretty

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clear if you do an employee evaluation

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that strictly focuses on weaknesses

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there's a reason many companies have

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stopped doing that they don't work

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that's not to point out that there

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aren't things that need to be improved

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but we also need to start with strengths

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so whether you're in the public sector

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or you're in the private sector it

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doesn't matter

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we're human beings and we all have

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strengths and in whatever role both

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personal or professional we can use

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those to our advantage because it makes

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us happier when we do that and so we

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want to pay attention to them so it's

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not something that's limited to a

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particular group like one of the worst

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things would be well just our executives

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are doing this what a shame because the

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people who have to go do the work need

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absolutely to know who they are - so I

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can't think of anybody who wouldn't

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benefit from knowing who they are and a

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little more about themselves in some

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scientific process and then having a

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coach or somebody to help them think

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about do they use those and how they

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might use them more or if they have a

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challenge how they might figure out how

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they could take their strengths to meet

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that challenge

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the Clifton strengths assessment is an

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online tool the assessment takes you

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through a series of paired statements

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and you choose the one which best

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describes you it may be hard but try not

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to overthink your answer you'll want to

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go with your gut reaction when you've

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completed the assessment you will get

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your personalized Clifton strengths

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results this report comes as a PDF you

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can download and print you only share it

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with people you want to see it your

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responses to the paired questions are

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matched to one of the thirty four themes

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Gallup has developed through its years

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of research both reports examine your

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top five themes to suggest how they are

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reflected in your life and work you want

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to print out and bring a copy of each

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report with you to the in-person

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workshop during an in-person Clifton

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strengths assessment workshop you'll

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learn more about each of the 34 themes

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and how you can best use your strengths

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in your life

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[Music]

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Aristotle was right you need to know

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thyself and we're gonna spend some time

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in this workshop getting to know you as

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you second of all it'll help improve

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team performance as I said earlier

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individuals don't have to be

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well-rounded but teams need to be and

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then you begin to get an appreciation of

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other people's strengths and then you

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begin to see it laid out visually and

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how important that is the other part

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that we know from strengths is that if

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people use strengths it improves

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engagement of workers now you might say

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well why is engagement so important

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engagement is a proxy for productivity

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it's a proxy for less absenteeism it's a

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proxy for satisfaction and it doesn't

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matter if you're a not-for-profit you're

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measuring impact or you're in a private

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enterprise and you're measuring it by

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net income we know that when people use

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strengths those numbers will go up

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because again that's why I like the use

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of Gallup they have a long history of

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applying this science so all those

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things in the workshop the science

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behind it and most importantly how you

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can apply this in your work in everyday

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life this is I often say it's not

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astrology it's like oh that's nice

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you're this and I'm that and then we go

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off and forget it

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this is about Who I am and how can I use

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this and sometimes in the most

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challenging of situations you need to

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think okay here's how I could help

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someone or a team by using this strength

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and and the other thing that it does it

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acknowledges to everybody that we have

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strengths too often you think that we

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start with deficiencies people start

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saying well what can't you do

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Peter Drucker once said famous

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management gurus said takes less energy

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to go from being good to exemplary than

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it does from being incompetent to

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mediocre so part of this is knowing your

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strengths and how you can utilize them

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more

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[Music]