Lead Through Strengths

Lisa
Hi, I'm Lisa.

Brea

And I'm Brea

Lisa

And today's topic is taking the CliftonStrengths assessment.

Brea

Woo-woo!

Lisa

All the things to expect. Brea, do you want to start with just kind of going back and forth, almost lightning round style, where we share with people what to expect when they open this thing up?

Brea

Totally. So first of all, it's not a test. This is not something that you can fail. This is not something that is graded, okay? So it's an assessment that is looking at what's good in you and there are no wrong answers. So I think first off, that's where I'd love to start is just enter into it knowing that there are no wrong answers. You can't do it wrong. There's no way to mess it up. Just go in and just be your lovely self.

Lisa

Agreed. And if you are a strengths coach, or you are internal inside of corporate, and you're doing this with your team, and you think people might even find the word assessment scary, like, Ooh, there is a right answer. They're assessing my, whether I'm good. I also have had plenty of clients use the term survey, and it goes totally fine. So yes, call it what is going to make sense to the person taking it and not feel like an evaluation of good or bad.

Brea

Yes. Love that, Lisa. Just don't use the word test ever. It's bad. Love. Don't do it.

Lisa

Yeah. You're going to turn the team off and they're going to be like, I don't want to take a test. Thank you very much. No thanks.

Brea

How do you recommend people start approaching this, Lisa?

Lisa

Well, one of the most important things, in my opinion, is just to give people an idea of the time it will take so that they can carve out the right amount of time. I think asking people to be sure they have an uninterrupted 45 minutes. I know some people will say 30 minutes or something shorter, but I like to go for 45 because you might have people who take it a little bit slower, and they might read the opening screens a little more slowly. And that way you've covered it, like they block, then they're going to probably block off an hour. And that those are uninterrupted minutes, because you can't pause it. And If you let them tick by, they're going to be counted as neutral. Those answers are going to get thrown out. And Brea, what's going to happen if they get a bunch of neutrals?

Brea

Well, if they get a bunch of neutrals, it's, I mean, they don't even show your results. You know, it's kind of nullified and void. So not only do you waste your money and you waste your code, but you've put all that time into it and you didn't even get what you were looking for. So, you know, it's hard because a lot of people like, well, it depends, you know, I don't know if I'm strongly like this or not strongly like this. It depends on the situation as much as you can try to err on one side or the other of that median. And that will help your results so much.

Lisa

Yes. And like, if I think of an example, here's what it's like. It's a bunch of questions. Actually, there are 200 questions. So you can imagine, in 45 minutes or less, zipping through 200 questions. They only give you 20 seconds each. And And it's a this or that. It's like, do you like cats or dogs? Now, those are not actual questions. You're not going to be asked things like cats or dogs, but I'm just doing it so that you can see an example of how you might be like, well, yes. And yes, I love both of those. I have to be neutral because I can't pick a cat over a dog. Other people are going to be like, dogs clearly are winners. And then you're going to strongly agree with that. And there are a couple of notches that you can do the strongly agree. The main point that I want to get out there is in this this or that exercise 200 times, you might feel like yes and yes or no and no. And you might feel so strongly that I dislike them both equally. That's what the neutral is for. But it really would need to be absolutely equal. Try to give it a weighting. on one side or the other. And just go with instinct, not what you're supposed to say, not what your role calls for today in the job, not what it's like at home versus at work. Just at your natural preference or instinct, what is the answer? Go, and don't overthink it.

Brea

Totally. And I think if you get stuck, a good way to approach it is to think about when you were a kid, how might you have answered the question? Maybe not literally in your childhood, but the idea is it's not looking for skills. or knowledge or things that you've acquired as you've, you know, aged and grown and gone through life. These are natural patterns of thought, feeling and behavior. So when you're stressed, how might you, you know, if you're stressed in some way, you have to make a quick decision. What's your first instinctual, emotional reaction, don't answer as you think you should or as a good person or the right thing to do. How do you want to respond in that moment, in that situation? What feels most natural for you? And that's the right answer. That's the best answer.

Lisa

Yeah, and I will add to that in the kind of team or corporate environment, every once in a while, people are like, well, I've done these before. And you know, I did, I did disk with my team back in the day. And if you were an S, then you were not the good group. And so people have had some experiences with something. I don't want to beat up disk because it can be really amazing if done well. But they've taken other assessments and they've had a bad experience. And when they do the workshop, as it unfolds, there becomes a good answer and a bad answer for that corporate culture or for that team. And that's really not ever something I've seen happen with strengths. So the thing is, if you do what Bria just said and you pick what naturally feels good to you. You pick your preference. There's not going to be a good answer or a bad answer. Every result that comes out is going to be something good that the team wants from you. So I love how the results show your success factors. And not good behavior, bad behavior. I have never seen teams demonize a theme or a group of these themes that come out. So I feel like you can rest easy knowing, no matter what your results are, they're going to show your easy buttons for success. they're not going to put you in a good crew or a bad crew. Not to mention, there are 34 potential talent themes that come out on the Strengths Report. So it's not like you can say, Well, No. 1, these 10 are great for our team. These 2 are not. There are just too many of them. So it is totally in your best interest to answer with your instinct.

Brea

Totally. And just remember, what is all this for? Well, it's to discover what you naturally do best, how you naturally work or live as your best self. So to hide that because maybe you've learned to play smaller than you are or you've learned that people who have certain behaviors get ahead, you know, or whatever. If you're fitting yourself into those boxes, CliftonStrengths is your opportunity to just break down those walls and break down those barriers and really, really discover and celebrate what makes you unique and special. in a way that allows you to thrive. So one of the common objections that people have are hesitations to taking this assessment is I don't want to be put into a box. This really is as opposite of that as possible. This is breaking those boxes and it's saying you are one of a kind and we want you to be able to show up at work as your best self. So let's figure out what that is and then let's leverage it and use it for your success and for the success of the team.

Lisa

Yes, well said. Oh, I think there are a couple more things that I would want to move back toward the beginning. Before they ever start answering the questions, there are two things that I just thought of they might want to know about. As we were talking about, Hey, it's timed, it's 20 seconds, give your instinct, be ready to zip through this uninterrupted time. If you are a person who says, oh my gosh, but all through university, I had an accommodation. I had the timer taken off all of my tests. This is an actual thing for me. You can call Gallup's help desk and get the timer taken off if you have a reason for accommodation. So that is a thing. Just wanted to make mention of that. And it does tell you that when you redeem your code, if you pay attention to the first couple of screens, And then the other thing is there are multiple languages. There are actually dozens of languages you can take the assessment in. So if English isn't your first language and you're more comfortable in another, that is available for you. And it's a question that some people want to know before they get into this thing.

Brea

Yes. Great practical tips. That's why you're a pro, Lisa. I love that.

Lisa

Thank you. Well, it takes away from instinct, right? Where you're like, wait, I'm translating in my head for the whole 20 seconds.

Brea

Yes. And if you are planning to take it in your native language, there's no worry about how that affects the overall group. Your manager or your team leader or whoever will be able to see your results in English or in their primary language. So even if you take it in a different language, they'll be able to see your results in their native language.

Lisa

Yeah. And I think depending on the type of assessment you take, so you can choose a top five report, which is the basic standard. You can take a full 34 report or get the full 34 report, I should say. Taking the assessment is the same no matter what. It's which report you've paid to see. So the top five is the standard basic. You can also do versions that are role specific. There's one called CliftonStrengths for Managers. There's one called CliftonStrengths for Leaders. And there's one called CliftonStrengths for Sales. And those are all Top 10 reports. They show a little bit more to you. And then there's a full 34, where you can see the stack rank of all of the 34 talent themes from 1 to 34. No matter what, Gallup knows your stack rank from top to bottom. And And then if you pay to unlock, you can see the greater amount. So I think that's nice to know, because you'll see in your own personal intensity order from top to bottom, it doesn't mean your strengths are at the top and your weaknesses are at the bottom. But it means you'll get your strongest through supporting through lesser. I think that's nice to know, because when you're when they're taking it, I experienced from my corporate clients, sometimes they're like, Well, is it going to show what I'm terrible at? And then I'm going to get exposed at work." No, it's going to show what your top easy buttons are. It's like a showing of your top success factors, which things should you lean on in order to most easily leverage what makes you great. And that's what this list of talents is showing.

Brea

Yes. So this is so good, Lisa. I just want to reiterate and maybe clarify a little bit the difference between the assessment and the report. So this is such a great point that you're making. The assessment is the survey that you take, the 200 questions that you answer. There is only one CliftonStrengths assessment. It's put out by Gallup. There are no free versions of this. Anything else is an imitation. Gallup has one assessment. Everybody takes the same assessment. then you have the choice of which report you want. I think the full 34 is the best place to start. That's just my personal opinion because it shows you your full 34 profile, which there are 34 total talents. So like Lisa said, you get to see that full ranking, but you can choose to do just your top five. You can also choose to do a different report that's taking your results and describing it for your role as a manager, or for your role as a leader, or for your role as a salesperson. All the reports, all the results use the same data from the CliftonStrengths Assessment.

Lisa

Yes, that is a great distinction. And also mentioning the free imitations and some of those things. That's great to know about. You also made me think about things that they say after taking the assessment. I don't know if you've heard of any kind of trend quips, but I have a couple that I hear people say over and over. And one of them is, I'll show up in a large workshop, and somebody grabs me beforehand, and they're like, Hey, Is this some sort of, like, try-to-catch-me-lying thing? Because it asked me the same question, surely, it was 10 times, and I thought that was so weird. Why does it keep asking me the same question? Am I lying? That's so funny. No, it's not any kind of lie-catching algorithm. Think about the this or that. Do you like dogs and cats example that I gave? But what about if you say, I don't know, I'm kind of neutral. I absolutely adore dogs and cats equally. I cannot decide. You click neutral. But then if it says, what about cats versus snakes? And you're like, oh, I love cats compared to snakes. Well, see, you didn't give cats the vote before, but now you gave cats a high vote. And so that's what it's doing. It's taking it and putting it next to something else. Because how else is it going to make a stack rank if it doesn't give you multiple scenarios with the same thing? You're not in a trap if it keeps asking you the same question. Do you have anything like that you have heard?

Brea

I've never heard anybody say it quite like that. It's just making me giggle.

Lisa

Yeah, this is good. There's one other one I've heard several times. People are like, how does it come up with those questions? It's funny because some people are like, yeah, it's just really transactional. It gives you just a bunch of preferences. And then other people are like, it's asking me about whether I'm sensitive or I like history movies or something and there they have a little bit of an interpretation memory of what the questions were. But again, it's just asking you questions that get to these themes of talent that reflect how you think or feel or act when you're at your natural best. Most of the questions from workplace standpoint don't surprise people but there are a couple in there where they're like whoa this is like deeper life stuff and I think that gets to the theme of just this is you as a whole person don't try to answer it as the work you and separate it and say well the home me would be like this and the work me would be like that because the truth is You are a person, and you might reveal more of yourself at home or work. But back to Bria's point about just, like, give your instinct answer. That is a key part of what to expect here.

Brea

I love that. Yeah, I think what I hear most from people is just, wow, how did that know me so well? You know, like it totally nailed it. So not always, but most of the time people just love their results. Maybe that's just my positivity that remembers those comments more, but most of the time that's, you know, what I hear is like, wow, is this a crystal ball, you know?

Lisa

Yes. Well, now I lead through positivity in my Top 5 as well. So maybe we're introducing a bias here. But I will say I, I know that I hear that often. And they'll say, Gosh, based on the questions, I'm so surprised at how it came to this and how it describes me. I've had people say, Whoa, this report, it has said the nicest things about me than anyone has ever said about me. And then I have a lot of people say, Wow, this really nailed me and brought some unique perspective into the way that I work or think that I've, I've never been able to put into words. And then we, of course, can put it into their career brand and team assignments and all kinds of useful things. But it is always a surprise to a good handful of people how those questions translated into the outcomes and the, the talent themes that come out in the report. So I love that you brought that up.

Brea

I love that and I want to squeeze one more quick practical thing in. A lot of times people take this at work and then they're like, wow, can my spouse take this? Can my kids take this? Can I use this at home or can I take this to a more personal place? And the answer is yes and absolutely. If you're thinking about kids, Gallup recommends adults take this CliftonStrengths assessment, which is usually like juniors and seniors in high school. and up. So if you have little kids, this is not the assessment for them. Gallup does have another assessment for them, but 18 and up or, you know, a junior who is just maybe a little bit ahead, I think I've used it with some juniors and seniors. Beautiful.

Lisa

Yeah. Great mention in that CliftonStrengths for Students. And what's the book? Strengths-Based Parenting that Gallup put out, where there are some codes that you could use with your whole family?

Brea

Yeah, it's amazing. I think Strengths-Based Parenting actually includes two codes, one for the parent and one for the child, which is cool.

Lisa

Exactly. Beautiful. OK, so if somebody wants to work with you, Bria, on any of the aforementioned CliftonStrengths. How would they go about working with you?

Brea

Yeah, so my website is really the best place to connect with me. It's BriaRoper.com. That's B-R-E-A-R-O-P-E-R.com. And you can schedule a quick little chat. We'll meet each other and see if we're a good fit. And if not, no big deal. No pressure. What about you, Lisa?

Lisa

Well, LeadThroughStrengths.com is where you can find the website. And in the context of the conversation today, I would point people to the link in the top navigation called Buy Codes. And that way, if you want to buy a code and you haven't yet, now you totally know what to expect and you will be ready to go. You can just grab one on your own and then pick up the phone and find yourself a coach from there. And that's a future episode that we'll cover. What do you do after you get this report? What could you do with coaching and what could you do with it on your own?

Brea

Yes, I'm so excited for that conversation.

Lisa

Amazing. All right. Well, with that, we are so happy that you're interested in your strengths and love that you now can have a greater view into how your strengths can act like your easy buttons for life.

Brea

Awesome. Go live your strengths, people. Go take the assessment if you haven't already. Take it. Discover your strengths because you are awesome.

Lisa

You are. Go do it as soon as possible.

Brea

Right now, just go right now.