Podcasts about gallup strength finder

The Sneaker Principal Podcast #96 LiVE - Gallup Strength FinderSupport the show

Jessica Meyers, owner and president of JEM Group, based in Harrisburg, joins co-hosts Chris Martin and Jon O'Brien on the latest episode to discuss her leadership style, the future of JEM Group, and how the company is focusing on professional development among her team. During the episode, Meyers tells how she came to work in the construction industry and some of the obstacles she overcame to become an industry leader. Meyers says, “I don't try to be a perfect leader. I think it is important to come across as humble and this makes a leader more relatable.”A topic that is very high on her priorities is, recruitment and talent acquisition. She shares the focus of the JEM Group's recruitment efforts, which includes an individual development plan for both professional and personal aspects, use of the Gallup Strength Finder, Q12, and ongoing training offered to meet the individual's development plan. Learn more about the future of JEM Group at https://www.jemgroup.net/ This episode is part of the Business Leadership Series brought to you by McQueen Building Company.

In the #StrengthFinder clips I talk about my results in the Gallup Strength Finder test, which you can take here: shorturl.at/jmXY2 The test cost $50 (Not Sponsored) but it was very interesting to see my results and learn how I can use my strengths to achieve my goals. We all tend to spend too much of our energy on improving our weaknesses. Why don't we focus more on the things we're good at and use them to become greater. We have also found free versions of strength finder tests that you can take by going here: https://impulse2grind.com/ and clicking the "Being Your Journey" button. In this clip I talk about my #4 Strength which was, significance. You can watch the Live stream of this episode here: shorturl.at/dLM15

In the #StrengthFinder clips I talk about my results in the Gallup Strength Finder test, which you can take here: shorturl.at/jmXY2 The test cost $50 (Not Sponsored) but it was very interesting to see my results and learn how I can use my strengths to achieve my goals. We all tend to spend too much of our energy on improving our weaknesses. Why don't we focus more on the things we're good at and use them to become greater. We have also found free versions of strength finder tests that you can take by going here: https://impulse2grind.com/ and click the "Being Your Journey" button. In this clip I talk about my #2 Strength which was, arranger. You can watch the Live stream of this episode here: shorturl.at/dLM15

In the #StrengthFinder clips I talk about my results in the Gallup Strength Finder test, which you can take here: shorturl.at/jmXY2 The test cost $50 (Not Sponsored) but it was very interesting to see my results and learn how I can use my strengths to achieve my goals. We all tend to spend too much of our energy on improving our weaknesses. Why don't we focus more on the things we're good at and use them to become greater. We have also found free versions of strength finder tests that you can take by going here: https://impulse2grind.com/ and click the "Being Your Journey" button. In this clip I talk about my #3 Strength which was, positivity. You can watch the Live stream of this episode here: shorturl.at/dLM15

Hi everyone, welcome to this episode! I'm delighted it comes on the back of Episode 6 ‘How to set yourself up for a Successful Day in the Office
- I got a number of comments and requests around 

“And what happens next - I have done all the coaching with my agent / Teamleader / Member of staff - but somehow the performance doesn't improve.”

 Now - let's be clear - not every team member we have is also in the right role! 
Here's what I mean by that:

 You followed the recruitment guidelines, you hired a person to the best of your judgment. Maybe you used a matrix to calculate somebody's “fit for role” state and the number was fine. For example over 7 on a scale of 1 - 10.
 Yet the person is not performing
. You may have promoted somebody into a role, for example an Agent has become a Teamleader. Your firm has given training for Teamleaders, you have done your one to one's on a regular basis - yet the individual is not performing. And to make matters worse, they don't seem to be enjoying the job
. You may have been desperate for support, hired a person into a role in a hurry - lets face it - we all have done that - and now it's not working out.


 Now - you have got two options if any of the above scenarios occur: Option 1 - you can fire the person (of course you need to be within the law…) Option 2 - you can proactively help the person to become successful - either within your company or elsewhere.

 Here is where the LEAP PDP comes in! 

Using a personal development plan with your staff takes the individual in question into account - in fact - the individual himself is in charge of the plan - you as their manager provide the coaching or counselling relating to the plan.

You can download the document for yourself - the link is below.

 The LEAP PDP consists of 3 Steps: Plan your career
 Manage your review
 Implement and update your Plan

 To illustrate I'm using an example of a Teamleader, let's call him John, whom I managed a couple of years ago. John had been promoted internally from Agent to Teamleader - and he desperately wanted to move up to Operations Manager. I saw his potential - but somehow his own team's performance was not there, he got frustrated very quickly and he threatened to leave. 
Honestly, people, I don't react very well to threats and thought somewhat grumpily - well then just leave! However - my passion for people and their development quickly got the better of me and I brought John into my office, explaining that I was putting him on a personal development plan. 

And you know - John's initial reaction was…. Well why don't you fire me? Why are are putting time and effort into a PDP?  - My answer - because I am a Kolbe 8 (I need to find the facts before I make a decision) and my biggest Gallup Strength is Relator  - I manage relationships very well. So we got to work.

 Step 1: I issued John with the LEAP PDP form and invited him to start his own personal assessment. If you work in a forward thinking enterprise, you and your teams probably have some form of personality testing - use that as a baseline. 
In step 1 we are looking at the strengths John has, based on either Myers Briggs, or Gallup Strengths Finder or Kolbe A+ index and how these strengths show up in his daily conduct with this team and the wider organisation. 

 None of us is perfect - I also invited John to take a very close look at his development needs.
 In order to assess whether we really needed to help him with additional skills (based on his development needs) or - indeed should further enhance his strengths, John is now looking at his career objectives
Where does John see himself in 1 year, where in 3 years and where in 5 years? 

 Unsurprisingly - John saw himself as Ops Manager in 12 months and then as Ops Director in 3 - 5 years. He also wanted to be come competent in Lean Management and he wanted to be involved in Bid Management. 

However - his development needs where two fold: His own team didn't reach targets, despite daily huddles, one to one's and constant in-the-moment coaching that needed attention. John identified one individual bringing the teams morale and performance down - but he was afraid to act because he didn't know the HR implications and was worried the agent in question might take a case against John or/and the firm
. John had an understanding of “cost saving was necessary in the business” - but he couldn't identify opportunities and address them accordingly.

 As a result of 
a) John's strengths
, b) John's Development needs
, c) John's career aspirations

 we agreed the following development objectives:
 Understanding basic HR people management skills
 Activity: I sent John on a 10 weeks HRD course @ the local University to familiarise himself with the law, with how we manage performance, exchange views with other aspiring managers. 
The measure to show that what he learned was really holding clear: He managed said “disruptive” agent clearly and precisely. On a weekly basis and ensured he had all the necessary facts to take an educated and fact-based decision as to whether or not to “help the disruptive agent” to be successful elsewhere.  - You notice…. I don't fire people. I'm not Alan Sugar :-) 
 My firm ran internal LEAN courses - I put John onto a lean course. As part of the course he had to complete a small cost saving project - which we both agreed would be our Development Measurer. 
 Both activities had very clear completion dates. 

We also jointly agreed - that we would work together for 9 months and that I would do my utmost to get him into a position where he could confidently apply for the next Operations Managers Position. 

 Step 2: My own commitment in this process was that I regularly reviewed the progress with John. Now - when you engage in longer term development of your staff you want to schedule these review meetings quarterly - to allow your staff member time to learn and implement what they learned. 

 Step 3: Review and update the PDP on an ongoing basis! - meaning - as soon as one Objective was achieved - we looked at the next one! The LEAP PDP became an evergreen tool. 

 I recently spoke to John, who is now a successful Operations Director in an In House Contact Center environment. Needless to say - I'm proud of John and what he has achieved over the last 10 years.
 I have of course had situations, where it became clear over the course of a PDP, that the individual would be much happier in a different role. So you can see - Personal Development Plans not only serve direct career advancement; they also are a very clear indicator with actual options how to get there for a career change. Earlier - I mentioned popular personality assessment tools.

 Here they are again: 

Kolbe A Index: measure the cognitive behaviour we are actually born with. The link is below. 
Personally I am an 8 - 6 - 4 - 2
 8: Fact-finder 6: Follow Through 4: 
Quick Start 2: 
Implementor Gallup Strengths Finder - measures all your skills and identifies the top 5 you should be working within, 
For me that's Relator, Individualisation, Analytical, Ideation and Arranger

. The details of how I use these results in my business and my career are for another episode! 

 Kolbe A Index: https://www.kolbe.com Gallup Strength Finder: https://www.gallup.com/cliftonstrengths/en/252137/home.aspx Our 

Facebook Group: 
https://www.facebook.com/groups/582396082326472/?source_id=1807833562816621

 My Podcast is produced by: https://www.unavoided.com

RR152 Adaptability WARNING Expletive: "bitching" is in this episode. I started thinking about how I often think I am looking for the impossible. I adapt, I modify but to what end? Learn some of the traits of people who are adaptable. We will go over the Myers Briggs test, Gallup Strength Finder test, the DiSC and GEMS profile and how they can be beneficial in helping you find your way. Like, share, comment, subscribe: Home on the web https://riedrants.com/ @RiedRants on Instagram and Twitter Donate at https://www.patreon.com/RiedRants Comment at https://www.facebook.com/RiedRants/ Download at https://itunes.apple.com/us/podcast/riedrants/id1234080385?mt=2 Or https://www.stitcher.com/podcast/ried-rants?refid=stpr Or even https://soundcloud.com/riedrants https://www.youtube.com/channel/UCz07tkeud_bSx-1dWQC7Urw?view Music: http://www.bensound.com/royalty-free-music Research and Links https://www.forbes.com/sites/jeffboss/2015/09/03/14-signs-of-an-adaptable-person/#2760eb6816ea https://www.16personalities.com/free-personality-test https://www.myersbriggs.org/my-mbti-personality-type/take-the-mbti-instrument/ https://www.gallupstrengthscenter.com/ http://www.humanmetrics.com/personality/type https://www.ccl.org/articles/leading-effectively-articles/adaptability-1-idea-3-facts-5-tips/ https://www.amazon.com/You-Already-Know-What-Invitations/dp/158542031X

There is one big secret that you aren’t hearing much about to help you be more productive. We break down that big secret on today’s episode. For more discussion join the AntiHustle Nation Community https://www.facebook.com/groups/antihustlenation/ Discussed on the show: Gallup Strength Finder - https://www.gallup.com/press/176429/strengthsfinder.aspx VIA Character Strengths - http://www.viacharacter.org/www/

Have questions? Let us know by emailing us at Coach@manvsmarriagepodcast.com Like us on Facebook:https://www.facebook.com/MvsMpodcast/ ( https://www.facebook.com/MvsMpodcast/ ) Follow us on Twitter:https://twitter.com/mvsmpodcast ( https://twitter.com/mvsmpodcast) Want more? Check out our blogs: https://manvsmarriagepodcast.com/blog/ (https://manvsmarriagepodcast.com/blog/) Gallup Strength Finder: https://www.gallupstrengthscenter.com/ (https://www.gallupstrengthscenter.com/)  

Lisa Lord is a dynamic and inspirational speaker and executive coach who developed her point of view initially as an executive in Human Resources working for Fortune 500 corporations. After decades of experience on the inside of corporations, Lisa chose to launch a unique coaching and consulting service to share her wisdom and help individuals advance their careers.  She is frequently engaged to help businesses re-humanize their employment practices, remembering that people are more than just assets. Lisa’s unique approach and passion helps individuals and leaders to make a meaningful connection with one another. Lisa has helped clients to address disconnects due to generational differences, changes in employment practices, and a lack of self-awareness.  When individuals discover how to let their strengths shine, amazing transitions occur. Key quotes and takeaways from this awesome interview:  "I've really learned to pay attention to what inspires me." "I'm the kind of person who was always comfortable making changes." "As you're discovering what you do, you end up learning a lot about yourself." After she left corporate life, Lisa started having lunches and coffees with everyone she knew. Finally she got the advice to just start doing a thing she thought she might love, and do it for free, while paying attention to how it made her feel.  She tried to do more things that she found inspiring.  She's a huge fan of Audible.com. When your brain is engaged in something creative and inspirational, the rest of your brain lights up.  Cynthia's big positive shift happened when she realized corporate life wasn't her "everything." How it's totally normal to not know what your passion is.   What does a good life look like? What would it feel like? Key question to ask: What it something you did that made you feel really, really proud? Just because you're good at something, doesn't mean you love it.  Telling people that they can do anything, DOES add a lot of pressure to someone.  If you have a bunch of side hustles, you don't necessarily need to pick just one.  Look for a "money job" that will give you the flexibility to find your dream job.  Try the Gallup Strength Finder.  What to tell people who might not understand your quest for an inspiring career.  What we should tell our kids instead of "you can do anything." Book Recommendations: Brene Brown's Daring Greatly and Amy Cuddy's Presence The key to inspiration is that you'll know if it's working in the first thirty seconds.  Connect with Lisa:  lisalordconsulting.com Email: lisa AT lisalordconsulting.com Here's to Getting Unstuck, Cynthia This week's healthy episode is sponsored by Wellness by Cynthia. Wellness by Cynthia is my own site and blog where I educate and dish about my favorite wellness products, tips, and experiences. Check it out! https://wellnessbycynthia.com/   BONUS: If you enroll as a Young Living essential oils rewards member, I’ll give you $10 towards your second order when you contact me and mention the code “Goal Magic.” Intro Music: We are One  by Vexento We Are One by Vexento https://www.youtube.com/user/Vexento https://soundcloud.com/vexento Music promoted by Audio Library https://youtu.be/Ssvu2yncgWU Outro music: Nostalgia by Tobu  tobumusic.com/license https://soundcloud.com/7obu/nostalgia