What Is a Strengths-Based Manager? Part 1 -- S11E27
Oct 23, 2023
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Explore the concept of being a strengths-based manager and the integration of CliftonStrengths into management practices. Learn about the relevance of the book 'It's the Manager' to managers practicing strengths-based management and the crucial role of managers in talent retention. Discover the fundamentals of being a strength-based manager and the importance of self-awareness. Understand the differences between pressure and stress in the workplace and the unique roles of a personal coach and a manager coach. Dive into the role of talent in strengths-based management, including recruiting based on innate talents and using strengths to develop engagement. Learn how to access podcast episodes and livestreams on Eventbrite and LinkedIn.
A strengths-based manager demonstrates good self-awareness and deep understanding of their team members' strengths and weaknesses.
Being a strengths-based manager involves managing the employee experience through the lens of talent, prioritizing innate talents over skills and knowledge.
Strengths-based managers create a culture that encourages employees to embrace their strengths, increase self-awareness, and differentiate between personal coaching and manager coaching.
Deep dives
Understanding the Role of a Strengths-Based Manager
A strengths-based manager is someone who is aware of their own strengths and weaknesses, demonstrating good self-awareness. They also have a deep understanding of the strengths and weaknesses of their team members. This goes beyond just knowing their CliftonStrengths, but also understanding how those strengths manifest in individuals. Strengths-based managers are endlessly curious about their employees and constantly listen and learn about how their strengths are expressed in the workplace. They know that good self-awareness is crucial for effective management and create an environment where employees can develop self-awareness as well. They recognize the power of strengths in engagement, well-being, inclusion, and performance, and utilize CliftonStrengths to improve these areas.
The Importance of Talent in Strengths-Based Management
A core aspect of being a strengths-based manager is managing the employee experience through the lens of talent. This involves recruiting and hiring candidates based on their innate talents rather than just their skills, experience, knowledge, or education. Strengths-based managers recognize that skills and knowledge can be developed but talent is innate. They assess candidates' talents and consider how those talents will fit into the role. They also help new employees answer the question of how they will use their talents to meet the expectations of their role during onboarding. They understand that talent plays a significant role in engagement, performance, and overall success within the organization.
Developing a Strengths-Based Culture and Coaching Approach
Strengths-based managers not only focus on their own strengths and the strengths of their team, but they also work towards creating a strengths-based culture within the organization. They understand the distinct roles of managers and leaders, recognizing that each requires different skills and contributions. They aim to provide pathways for growth and development in all three roles: individual contributor, manager, and leader. They actively encourage employees to embrace their strengths, increase self-awareness, and leverage their talents for personal and organizational success. Additionally, they differentiate between personal coaching and manager coaching, understanding that managers have an accountability for results that differs from the role of a professional coach.
Understanding the difference between pressure and stress
Great managers know how to create moments of pressure that allow high talent individuals to excel and showcase their abilities. They also understand the importance of managing stress within the organization, ensuring that employees are not placed in situations that are ill-fitted for their strengths. By discerning between pressure and stress, great managers provide opportunities for growth while minimizing unnecessary stress.
The power of CliftonStrengths in a strengths-based management approach
CliftonStrengths is a powerful tool for managers to understand the unique talents and contributions of their team members. With a shared language that is positive, constructive, inclusive, and non-judgmental, CliftonStrengths fosters effective communication and helps build an inclusive environment. Strengths-based managers leverage CliftonStrengths to develop their employees' talents into strengths, creating a performance pathway for success. Moreover, CliftonStrengths plays a critical role in performance management, serving as a framework for coaching conversations and providing managers with valuable insights into their employees' strengths and development needs.
Discover what it means to be a strengths-based manager and how to become one, in Part 1 of a 2-part series with Gallup's Dean Jones.
View the complete transcript for this webcast, along with audio and video, at https://www.gallup.com/cliftonstrengths/en/513035/what-is-strengths-based-manager-part-1.aspx
Learn more or purchase the new CliftonStrengths for Leaders report: www.gallup.com/cliftonstrengths/en/403427/cliftonstrengths-for-leaders.aspx
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