Hello! My Name is : My Five Signature Themes Are :

1. Hello!My Name is:My Five Signature Themes Are:

2. Strengths BasedDevelopment

3. Strategic Empathy Individualization Maximizer Ideation Seminar Leader: Susan Thomas

4. Focus on YOU! • Name? • What you get paid to do? • Which Theme fits you like a glove? (Intro)

5. Gallup asked the following question How many of you get to do what you do best everyday at work?

6. Do You Use Your Strengths Every Day?

7. Human Psychology Deficit Approach • Study what is wrong with people Strengths Based Approach • Study what is right with people

8. Performance Management Strategy

9. Change of Focus

10. What Does Performance Improvement Mean to Most People? Fixing Weaknesses!

11. Gallup asked the following question • Which would help you be more successful in your life – knowing what your weaknesses are and attempting to improve your weaknesses? or • knowing what your strengths are and attempting to build on your strengths? • http://www.ted.com/talks/ken_robinson_says_schools_kill_creativity.html

12. StrengthsFinder Assessment • Identifies one’s themes of talent (dominant patterns of thinking, feeling behaving) • These themes are areas where there is the greatest potential to develop strength • Can be developed into strengths when supplemented with relevant knowledge and skills

13. Maximizing Talent • We can maximize the talents of others (and ourselves) by setting them up for success. • Knowing someone’s strengths can tell us a lot about the way they execute, influence, build relationships, and solve problems. • When we know someone’s areas of excellence we can help them use their strengths by positioning them in situations or with others where those strengths can be alive.

14. Five Clues to Talent What are you naturally inquisitive about? (Yearning) What activity are you engaged in when the time flies by? (Timeless) What activity gives you a great deal of satisfaction? What do you pick up rapidly? What can you do to near perfection? (How did I do that) (Complete work page)

15. StrengthsFinderReflection After reading your Signature Themes Report, complete the following questions: • Which of your Signature Themes describe you best? • Which of your Signature Themes do you use most frequently? • Were you surprised by anything in the report?

16. Peak Performance • Recall a personal accomplishment (job or personal) – something you feel proud of. • Break down the steps to success, the outcomes achieved, and the skills required. • Now, consider the Strength Finder themes you utilized to achieve this success. (Exercise)

17. Signature Themes and How You Use Them *

18. Clarifying the Language • The key to building strength is to first identify your dominant themes or talents (naturally occurring thoughts, feelings and actions) • Strength = talent + knowledge x skill • A strength is the ability to provide consistent, near-perfect performance in a given activity.

19. Integration of Strengths • Workplace: increases in employee engagement and productivity (do what I do best) • Education: improved attendance, grades, enthusiasm, options • Relationships: optimize team relationships and importance

20. Talent Line-Up

21. Investing in Strengths Drives Engagement Improvement %

22. Got Engagement? • Engaged • These employees are loyal and productive. They are likely to stay with their company for at least a year. They are less likely to have accidents on the job and to steal. • Not Engaged • These employees may be productive, but are not psychologically connected to their company. They are more likely to miss work days and to leave. • Actively Disengaged • These employees are physically present but psychologically absent. They are unhappy with their work situation and insist on sharing this unhappiness with colleagues.

23. Disengaged?

24. Workplace Teams • Staff participating in strengths based development programs widely report an increased understanding and respect for their co-workers, and that they work together better as a result of knowing, accepting, and working to develop the strengths that their peers bring to the table

25. Treasure Hunt

26. The Four Domains

27. Mapping your team

29. Team Grid • Understanding the theme dynamics of your team helps you to be a more successful and productive team. • Acknowledge team's strengths • Consider assignments/roles based on strengths • Opportunities that your team may have for partnerships within the team

30. Complementary Partnerships Partnerships are forming all around us every day. They are formed for a variety of reasons. Some of these reasons include: • To “make up” for a lesser talent • To “take over” where one person leaves off • To “enhance” what one person already possesses

31. Different Strengths The (Very Different)Strengths of Leaders

32. Here is what Gallup knowsabout top achievers: • fully recognize their talents and build on them to develop strengths • apply their greatest talents in roles that best suit them. • invent ways to apply their greatest talents to their achievement tasks. (StrengthsQuest, p.8)

33. The Potential What might happen if departments developed strengths to build everyone’s potential in becoming the “best of the best” in the process of learning, working and living? Camel video http://strengths.ning.com/video/2097137:Video:2302

34. Managing Challenges • Strengths conversation • Get the right education and training • Leverage your strengths to manage a weakness • Partner with someone • Just do it! • Don’t do it

35. Resources www.strengthsquest.com On the Purchase tab

36. What’s Next? • Share your results with a friend/colleague • One idea you will take with you • Visit www.strengthsquest.com • Events • Educator Resources • Purchasing Information • Strengths School: www.strengths.org • Strengths Network: www.strengths.ning.com