The Thoughtful Talents Show

In this episode of Strengths Applied, we welcome fellow strengths coaches Bill Dipple and Sarah Collins from “The Strengths on Fire Podcast” to discuss career transitions. We highlight the importance of self-awareness and leveraging personal strengths to find the right role. Each of us shares how recognizing our talents has guided our career changes and the steps we took to pivot successfully. We also discuss the importance of being true to yourself and transparent about your identity and needs. Understanding these aspects not only aids in your personal career transitions but also enhances your leadership abilities. We emphasize that leveraging your unique talents as a new manager can create an environment that fosters growth and collaboration.00:00 Introduction to Career Transitions00:56 Meet the Hosts and Guests03:27 “The Why” & “The Stats”04:58 Personal Career Transition Stories22:44 Keying Into Your Talents25:07 Leveraging Strengths for Career Success44:16 Helping the Unseen and Unheard in Organizations01:00:11 Advice for New Managers01:14:04 Final Thoughts and EncouragementRESOURCES:Strengths On Fire podcast OUR GUESTS:Sarah Collins @ Collins CollectiveLinkedIn | WebsiteSarah’s CliftonStrengths Top 5:  Positivity | Woo | Communication | Harmony | ActivatorBill Dippel @ Bill Dippel Strengths CoachingLinkedIn | InstagramBill’s CliftonStrengths Top 5:  Individualization | Developer | Activator | Woo | RestorativeYOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical To learn more about CliftonStrengths talent themes.The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved. Hosted on Acast. See acast.com/privacy for more information.

In this episode of Strengths Applied, we welcome Bill Beachy and Ron Cheshire to discuss managing distractions and the crucial roles our talents play in maintaining attention and focus. We highlight how different Strength Domains appear in this conversation, discussing the balance between personal needs and the needs of others. We emphasize advocating for those who struggle to be seen and heard, as well as the importance of advocating for your own needs. For new managers, we stress understanding oneself and leading with intention to maximize impact --- including tips to minimize distractions by prioritizing purpose and meaning within the team.KEY MOMENTS00:50 Guest Introductions01:54 “The Why” 02:52 “The Stats”04:48 Bill's Experience with Distractions10:43 Ron's Perspective on Distractions14:02 Chad & Jen Share their Experiences21:21 Using Strengths to Manage Distractions31:11 Strategic Thinking vs. Action-Oriented Approach35:33 Leading with Intention - Self-Awareness37:30 Struggling to Be Seen and Heard47:31 Advice for New Managers61:30 Final ThoughtsOUR GUESTS:Bill Beachy @ The Beachy GroupLinkedIn | WebsiteBill’s CliftonStrengths Top 5: Strategic | Ideation | Activator | Maximizer | FuturisticRon Cheshire @ The Co-Leadership GroupLinkedIn | WebsiteRon’s CliftonStrengths Top 5: Individualization | Strategic | Analytical | Futuristic | DisciplineYOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical To learn more about CliftonStrengths talent themes.The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved. Hosted on Acast. See acast.com/privacy for more information.

What do you do when your talents don't match with your working environment?This is one of the key questions we explore in this episode with our good friend and returning guest coach, Michael Stafford from The Chapter Coach. Join us for a lively conversation about how our talents often impact our "ideal" work environments; and how a "one-size-fits-all" approach is often ineffective. We also dive into the challenges and opportunities that have reshaped our work environments since the COVID-19 pandemic. You will find practical tips for those who long to be seen and heard, regardless of their physical work location, and for new managers navigating the complexities of managing people across multiple locations and workstyles.  Get ready for a good dose of personal experiences, humor, and data.KEY MOMENTS00:00 Introduction & Welcome01:49 The “Why” & Statistics 05:02 Personal Experiences 05:31 Challenges & Opportunities 12:40 The Importance of Individual Work Styles16:40 Using Talents to Navigate Hybrid Work26:55 Changing Mindset in a Hybrid Model29:09 Balancing Remote and Office Work31:15 Creating Moments of Visibility40:08 Proactive Leadership for New Managers47:31 Key Takeaways for SuccessRESOURCES:Michael Stafford’s blog postThe Future of the Office (Gallup)Boosting Productivity in Hybrid Teams (Gallup)OUR GUEST:Michael Stafford @ The Chapter CoachLinkedIn | WebsiteMichael’s Top 5 CliftonStrengths: Maximizer | Input | Individualization | Relator | HarmonyYOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical To learn more about CliftonStrengths talent themesThe opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved. Hosted on Acast. See acast.com/privacy for more information.

How can you inspire great connections with your customers?In this episode, we dive deep into the importance of customer engagement. Whether internal or external, we share a few compelling stories that highlight how our unique talents have helped us meet customer needs. We discuss strategies to connect with those who feel unseen and unheard by anticipating their needs, asking insightful questions, and drawing them in. For managers, we give actionable advice using your talents to enhance the cycle of Building Customer Engagement. Discover how your own engagement can inspire and empower others. 00:00 Stats & Importance of Engaging Customers03:40 Our Experience: Find the Need09:37 Using Talents to Engage Customers21:45 Reaching the Unseen28:03 Advice for New Managers28:13 Talents in the Customer Engagement Cycle33:00 Engagement: Pay it Forward38:27 Conclusion and Key TakeawaysRESOURCES:Customer Centricity (Gallup)Make Customer Engagement Your Competitive Edge (Gallup)Win Building Relationships, Not On Price (Gallup)YOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical To learn more about CliftonStrengths talent themesThe opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved. Hosted on Acast. See acast.com/privacy for more information.

In this episode of Strengths Applied, we welcome Bill Beachy of the Beachy Group to discuss our personal journeys in entrepreneurship and the crucial role our talents have played. Fueled by our strengths and passions, we share how these have been instrumental in our success. We redefine entrepreneurship to include passion, and aiming to help others be seen and heard. Emphasizing the importance of self-awareness, we also explore how new managers can leverage this awareness to lead effectively and inspire their teams -- especially inside new startups.KEY MOMENTS00:00 Live out your passion00:16 Introduction00:39 Meet Our Guest Bill Beachy01:23 The Rise of Entrepreneurship02:06 The Shift: My Paycheck to My Purpose02:43 Personal Experiences 14:50 Using Our Strengths in Entrepreneurship26:24 Advice for New Entrepreneurs35:12 Leadership and Self-Awareness41:36 Final Thoughts and Wrap-UpGUEST COACH:Bill Beachy, Ph.D. @ The Beachy Group, LLC.LinkedIn | WebsiteBill’s Top 5 CliftonStrengths: Strategic | Ideation | Activator | Maximizer | FuturisticYOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical To learn more about CliftonStrengths talent themesThe opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved. Hosted on Acast. See acast.com/privacy for more information.

What does it mean to have a "best friend" at work? And why is it so important?In this episode, we explore the significance of the 'Best Friend at work' concept as highlighted in the Gallup Q12 Engagement Assessment. As we share our personal experiences, we also look at the relevant statistics, and discuss key traits of a "best friend." We also provide insights on leveraging individual talents to find, foster, and nurture such friendships, and offer guidance for managers seeking to build supportive environments for workplace friendships.KEY MOMENTS00:29 The Importance of Having a Best Friend at Work00:54 Defining 'Best' in Best Friend02:17 Personal Experiences and Benefits of Work Besties05:04 Gallup's Research on Workplace Friendships15:25 The Role of Managers and Workplace Culture18:24 Balancing Personal and Professional Boundaries22:28 Leveraging Talents to Build Trust and Support29:51 The Four Needs of Followers33:14 Being an Advocate36:38 Encouraging Team Success39:33 Avoiding Managerial Bias47:35 Building Shared Understanding and Moments52:04 Final Thoughts on Workplace FriendshipsRESOURCES:Patrick Lencioni - Personal Histories exerciseGallupOriginal Employee Engagement research - "Best Friend at Work" (1999)2019 Employee Engagement research update - "Best Friend at Work" (2019)2014 Employee Engagement research update - "Best Friend at Work" (2024)Q10 - "Best Friend at Work" PDF resourceYOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved. Hosted on Acast. See acast.com/privacy for more information.

Feedback, similar to recognition, plays an essential role in encouraging improved employee performance. When delivered effectively, feedback works to unlock an employee's full potential. Unfortunately, many leaders and team members are using outdated approaches, and offering feedback too infrequently to make a difference.In this episode, we share data-informed approaches that can drastically improve your feedback -- and your results. We explore the importance of normalizing frequent feedback, the role our talents & strengths play, and why building a culture of peer-to-peer feedback is under-estimated but becoming more important into today's workplace. Feedback should go beyond simply resolving issues. Instead, feedback should foster an environment of continuous improvement.[00:00] Introduction and Feedback Sandwich[00:30] The Importance of Feedback[01:35] Challenges with the Feedback Sandwich[03:23] Effective Feedback Strategies[05:03] Planning and Intent in Feedback[07:33] Strengths-Based Feedback[14:42] Using Strengths to Improve Feedback[25:13] Strategic Thinking and Feedback[27:45] The Role of Influencing Themes[36:14] Effective Feedback Strategies[41:25] The Importance of Peer Feedback[43:46] Creating a Culture of Growth[48:25] Conclusion and Key TakeawaysRESOURCES:Pew Research Center -- on feedbackAdam Grant's adviceGallup - Feedback and RecognitionGallup - Give feedback like a coachYOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved. Hosted on Acast. See acast.com/privacy for more information.

Creating Meaningful Employee RecognitionRecognition plays an important role in engagement in the workplace. Getting recognition right will boost morale, while generic or incorrect recognition can lead to demotivation and disengagement. It is key to acknowledge individuals for their unique efforts. This personalized and specific recognition makes employees feel valued and appreciated. In this episode we draw on extensive research by Gallup, explore the analogous "5 Love Languages" model, and define the differences between feedback, praise, and recognition. This episode is ideal if you are a leader -- or teammate -- who wants to make your recognition frequent, specific, genuine, personalized, and strengths-driven. 00:00 Introduction: The Problem with Traditional Recognition00:35 The Importance of Recognition: Stats and Insights02:24 Personal and Meaningful Recognition04:15 Feedback vs. Recognition: Key Differences07:26 Implementing Effective Recognition Strategies15:15 Generational Differences in Recognition15:42 The Five Pillars of Recognition17:24 Personalizing Recognition: Tips and Examples21:42 The Role of Strengths in Recognition36:10 Practical Tips for Managers40:49 Conclusion: Moving Beyond Gold WatchesRESOURCES:5 Clues to TalentThe 5 Love LanguagesEmployee retention depends on Recognition (Gallup)Recognition and Generational similarities (Gallup)Redefining feedback w/ Recognition (Gallup)YOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved. Hosted on Acast. See acast.com/privacy for more information.

Understanding and clearly defining expectations is key for employees and teams to thrive. One effective way to achieve this is by revising and co-defining job descriptions with each team member. By incorporating Strengths-based discussions, we can empower employees to do more of what they do best. Listen in as we explore how leaders and individual contributors can expand their conversations, job craft individual roles, align tasks with strengths, and change out annual reviews for professional development conversations. [1:30] Job Responsibilities & Expectations: The stats[3:19] The problem with assumptions[10:00]Job descriptions - review, revisit & co-define often.[19:18]You’ve got the job, now what? Defining the ‘other’ expectations.[22:16]Crafting Strengths-Based individualized job descriptions.[28:53] Redefining team roles based on Strengths.[31:24]Legally binding document?[33:01]Tips for Leaders. User manuals, review, redefine, provide clarity. [44:05]Advocate for yourself![15:26 - 19:17]We share an impromptu preview of a future episode on "Professional Development & Job Crafting" -- does a good promotion always mean becoming a manager?RESOURCES:Gallup's Q12 and Employee Engagement stats YOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved. Hosted on Acast. See acast.com/privacy for more information.

Employee Engagement is crucial for success. Engaged employees drive profitability, productivity, and employee wellbeing. Organizations with high engagement levels experience lower absenteeism, turnover, theft, and defects.[1:00] Staggering Stats about Employee Engagement[4:35] Engagement, Wellbeing & Focus on Strengths[7:50] The trouble with disengagement[10:45]Satisfaction is not equal to Engagement[13:50]Setting Expectations to boost Engagement[17:50]A sneak peak at the role of Recognition[20:18] Strengths to boost Employee Engagement[29:10]What can Leaders do? Ask, Listen & Act![39:10]Leaders Engagement & Strengths Impact[44:10]Every Interaction is an Opportunity[46:00]Economic Engine & Professional DevelopmentRESOURCES:Gallup's State of the Global Workforce report Gartner's HR & Employee Engagement research Workhuman & Gallup Gallup's Q12 Employee Engagement assessment YOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved. Hosted on Acast. See acast.com/privacy for more information.