TALENT AND TEAMS CONSULTING
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Talents & Burnout: WOO®

7/1/2020

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By Chad T. Ahern
We recognize that communities throughout the United States (and the world) are working hard to address longstanding, systemic racial inequality and injustice. Even as we join in the efforts to support such initiatives, we also believe continuing to share perspectives via this #talentswithoutburnout series can help people better understand one another as unique, talented individuals who should be celebrated and supported, regardless of their skin color or national origin
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"People exceptionally talented in the WOO theme love the challenge of meeting new people and winning them over. They derive satisfaction from breaking the ice and making
​a connection with someone." 
- Gallup CliftonStrengths® Themes Quick Reference Guide -

Burnout Concerns

In times of change our professional and social networks often morph. Usually this means a simple exchange of "old project" colleagues for "new project" connections. Within the context of our current pandemic, making social connections has been hemmed-in in dramatic fashion -- social distancing, travel restrictions, even something as simple as a professional handshake is now a no-no. For those WOO® talents, if not appropriately supported, they might begin to experience burnout through the following:
  • Being constantly asked or required to keep their social circles small and simply maintain connections with people they already know could prove emotionally exhausting. Those with WOO talents often build and fulfill their emotional energy reserves by making new connections.

  • Fewer social gatherings, professional association get-togethers, and in-person business meetings might mean that team members with WOO® talents may be feeling they can’t meet or impact people like the used to.

  • Inward initiatives are prioritized over outward initiatives. With so many companies focused inward, trying to manage their own responses, outward connections may be tending to take a back seat, leaving your WOO-talented members feeling unneeded. 

Addressing Burnout

Just because our world is changing and how we meet people is different doesn't mean you and your team will stop meeting people and making connections. Those on your team with WOO® talents can and should be at the forefront of your efforts to keep connected. To ensure they don't burnout and keeping offering their best:
​
  • Invite them to make connections via the web presentations put on by local groups. As more organizations realize the reach of digital presentation platforms, the more people can be connected worldwide. For some this might seem daunting. For those with WOO talents, this is where they thrive.  
    • Within the context of our current pandemic, these talented individuals might play a wonderful role in making connections with collaborative partners who can help think out a shared pandemic response plan.
    • Want a one-two punch as they make connections? Partner them with some who has a Learner, Analytical or Input theme and you get the benefit of making professional connections and gathering need insight/information to help your organization move forward.
      ​
  • Provide as many opportunities as possible for your WOO talented team members to create and host their own virtual get-togethers with prospective clients or professional connections. You don’t have to fly them anywhere so use the money to fund a high-end Zoom or GoToMeeting account. The age of digital connection and presentation isn't going away.
As with coaching any individual, their combined set of talent themes will effect how their WOO® talents show up, and how to best manage them. As a beginning, next time you check-in with them, try asking,
How are you continuing to make new connections?
Photo by Evangeline Shaw on Unsplash
Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are 
trademarks of Gallup, Inc. All rights reserved.
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Talents & Burnout: Strategic®

6/30/2020

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By Chad T. Ahern
We recognize that communities throughout the United States (and the world) are working hard to address longstanding, systemic racial inequality and injustice. Even as we join in the efforts to support such initiatives, we also believe continuing to share perspectives via this #talentswithoutburnout series can help people better understand one another as unique, talented individuals who should be celebrated and supported, regardless of their skin color or national origin.
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"People exceptionally talented in the Strategic theme create alternate ways to proceed. Faced with any given scenario, they can quickly spot the relevant patterns and issues."
- Gallup CliftonStrengths® Themes Quick Reference Guide -

Burnout Concerns

In times of dramatic change, like our current pandemic, teams of need the minds and thinking of those with Strategic talents. Yet rapid change also poses certain challenges to these talented individuals. As leaders and teammates, you could be pushing your Strategic-talented colleagues toward burnout by:
​
  • Making snap decisions with just a few options on the table. Those with Strategic talents like exploring the long game and keeping as many relevant options on the table until it is clear that certain options aren't viable. By cutting off or minimizing the number of potential solutions at the outset, those with Strategic talents could start to feel like their wide-ranging thinking is not needed. They may also continue to exert energy into exploring options that the rest of the team has already abandoned; leading to further energy drain on a road to burnout.

  • Minimizing opportunities for them to build energy. If decisions are being made quickly, those with Strategic may be trying to find energy in thinking through options that will never see the light of day. Without considering their options you may be depriving them of  energy-building mental activity.

Addressing Burnout

Change most often requires all of us to think through a variety of options. For some this can be overwhelming. For those on your team with Strategic talents, options means energy. They thrive on "what if" questions, and running out possibilities to their logical conclusions. To get the best out of these people, and keep them from burning out:

  • Encourage them to look beyond the here-and-now. Consider putting them in planning roles for the future of the team or organization. They will thrive looking at the bigger picture.

  • Give them time. Depending on how large the change initiative, or the number of variables to consider, those with Strategic talents may need time to return their best assessment and course of action. Rushing them may force them to not consider viable options and this may end up frustrating them. If time is a factor, be upfront about it so they can consider that as one of their variables.

  • Invite them to share a visual “logic tree” so others can see when and where decisions will need to be made...and the likely outcomes. The exercise will energize them, provide a useful outlet, and help others understand their thinking. 
    • In relation to our current pandemic, some of the factors that might end up on their logic tree as they think about your organization's future are:
      • Vaccine vs. no-vaccine
      • Recurrence or resurgence of the virus
      • Social distancing stays in place or lock-downs return
      • Financial resource levels
As with coaching any individual, their combined set of talent themes will effect how their Strategic® talents show up, and how to best manage them. As a beginning, next time you check-in with them, try asking,
What factors are influencing you the most as you make decisions on your project(s) right now?
Photo by A. Yobi Blumberg on Unsplash
Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are 
trademarks of Gallup, Inc. All rights reserved.
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Talents & Burnout: Significance®

6/28/2020

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By Chad T. Ahern
We recognize that communities throughout the United States (and the world) are working hard to address longstanding, systemic racial inequality and injustice. Even as we join in the efforts to support such initiatives, we also believe continuing to share perspectives via this #talentswithoutburnout series can help people better understand one another as unique, talented individuals who should be celebrated and supported, regardless of their skin color or national origin.
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"People exceptionally talented in the Significance theme want to make a big impact. They are independent and prioritize projects based on how much influence they will have on their organization or people around them."
- Gallup CliftonStrengths® Themes Quick Reference Guide -

Burnout Concerns

Those with Significance talents want to be known, heard, and seen. They also think big. These talented individuals often want to take on the big projects that might burn others out. These traits can all be extremely helpful in times of change and disruption. However, it doesn't mean that they can't be burned out. Those with Signifiicance® talents might experience burnout if you:
​
  • Think small, plan small, and act small; particularly as we collectively reinvent the world of work. Significance®-talented individuals are ones who will push a team to be successful; particularly when it comes to initiatives that truly move your organization (or the world) forward. If you continually "hold them back", they will burnout or leave; neither option leaves your organization in a good place.

  • Don't recognize their contributions. They will keep working to earn internal and/or external recognition; such respect energizes them more so than most people. If they're passionate about your organization, they may not want to leave so will overwork themselves trying to earn meaningful recognition.

  • Tell them how to do their work. Dramatic moments of change can lead some leaders to begin defining how new initiatives should be carried out, right down to the last detail. Those with Significance talents are "free spirits" who desire leeway to do things their way. They thrive in our new "age of individualization." Pinning them in by defining how to do their work is a sure way to burnout. 

Addressing Burnout

In times of change, you need these talented individuals. They can inspire. They can be leading voices. They can help bring credibility to your initiatives because they usually only work with the best. To support them and keep them from burning out while they contribute their best:
​
  • Get out of their way. These individuals thrive when they can define their own paths to success. Failure is rarely, if ever, an option, and they will partner with people who are similarly professional and driven. Give them the steering wheel and you will not be disappointed.

  • Provide them with a platform. Allow them to announce and define initiatives. Make them a spokesperson. Just be sure that he or she resonates with the project and the people. 

  • Recognize them. Some people may shun the limelight, but for those with Significance® talents, it energizes them and keeps burnout at bay. Each person may wish to be recognized differently, but more likely than not they'll appreciate public recognition.
As with coaching any individual, their combined set of talent themes will effect how their Significance® talents show up, and how to best manage them. As a beginning, next time you check-in with them, try asking,
What do you feel you are making a difference on right now?
Photo by Timothée Pons on Unsplash
Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are 
trademarks of Gallup, Inc. All rights reserved.
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Talents & Burnout: Self-Assurance®

6/26/2020

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By Chad T. Ahern
We recognize that communities throughout the United States (and the world) are working hard to address longstanding, systemic racial inequality and injustice. Even as we join in the efforts to support such initiatives, we also believe continuing to share perspectives via this #talentswithoutburnout series can help people better understand one another as unique, talented individuals who should be celebrated and supported, regardless of their skin color or national origin.
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"People exceptionally talented in the Self-Assurance theme feel confident in their ability to take risks and manage their own lives. They have an inner compass that gives them
certainty in their decisions."
- Gallup CliftonStrengths® Themes Quick Reference Guide -

Burnout Concerns

Those with Self-Assurance® talents pose a different kind of burnout risk. These talented individuals often have an extremely well-defined understanding of what they can and can't handle and therefore may be more adept to handle burnout pressures. However, their talents still pose a burnout risk for others:

  • Being confident in one’s intuition is one thing; making judgments solely based on intuition – decisions that might ignore accepted data – could dramatically increase the chances that others will burnout. If others are investing significant emotionally and mental energy trying to convince the "immovable" it is not going end well.

  • At a time when flexibility is needed, holding too firm to a course of action may cause fractures in your team, your operations, or your relationships. A solid “keel” can be a good thing, but too firm or too big and your metaphorical ship (your organization) can’t reasonable rock through the ups and downs.
    ​
  • In situations where a team has shrunk, those with Self-Assurance may volunteer to pick up projects that may not best fit their other talents. This overconfidence may cause them to think they can successfully complete the task or project. This could pose a dual burnout risk:
    • Others may ultimately need to fix their work. By making unnecessary work for others, especially when people-power and time are already in short supply, others may start to burnout.
    • The mental energy drain on someone not working in their talents can be significant. If those with Self-Assurance regularly try to operate outside their talents they may begin to feel burned out.  

This is not to say those with Self-Assurance talents are immune to burnout. There are at least two ways that these talented people begin to experience burnout:
  • Similar to the above, when these individuals start trying to operate outside their other natural talents, they can begin to feel mentally exhausted. They may also become emotionally frustrated and burn themselves out further exerting evermore energy trying to be successful.

  • They may tire of constantly trying to "defend" their initial, instinct-driven decisions. Their internal confidence is not likely to be effected, but the persistent need to stand up against others could take a mental toll. Depending on the intensity of their Self-Assurance talents, this could be a long & slow road to burnout; but worrisome nonetheless.

Addressing Burnout

Those with Self-Assurance talents can be key in moments of change and uncertainty. Their ability to channel their inner authority can help calm others. To ensure you get the best from these talented individuals and help them not burnout others,, consider some of the following actions:

  • Invite them to use their wonderful sense of intuition to help others re-imagine your new world of work and how your team continues to address new challenges. Their "gut" calls when making decisions on new directions may be far more reliable than it might first appear.
 
  • Partner them with those who have Deliberative®, Strategic®, or Futuristic® talents to ensure their eyes remain on the future, bigger picture.​ This will help those with Self-Assurance talents ensure that the goals they commit to are still relevant to the team's success.

  • Partner them with those who have Learner®, Input®, Intellection®, or Analytical® talents to ensure that their decisions are not all "gut", and that they continue to process new information that can better inform their decision-making.
As with coaching any individual, their combined set of talent themes will effect how their Self-Assurance® talents show up, and how to best manage them. As a beginning, next time you check-in with them, try asking,
What does your intuition tell you about
​our current situation?
​
What information might be helpful for you to fine-tune or confirm your course of action?
Photo by Denise Jans on Unsplash
Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are 
trademarks of Gallup, Inc. All rights reserved.
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Talents & Burnout: Restorative®

6/25/2020

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By Chad T. Ahern
We recognize that communities throughout the United States are working hard to address longstanding, systemic racial inequality and injustice. Even as we join in the efforts to support such initiatives, we also believe continuing to share perspectives via this #talentswithoutburnout series can help people better understand one another as unique, talented individuals who should be celebrated and supported, regardless of their skin color or national origin.
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"People exceptionally talented in the Restorative theme are adept at dealing with problems. They are good at figuring out what is wrong and resolving it."
- Gallup CliftonStrengths® Themes Quick Reference Guide -

Burnout Concerns

"I shall fix it," could be the rallying cry of those with Restorative® talents. These individuals are adept are putting back together that which has fallen apart -- whether a process, a data set, or even helping a colleague re-find their greatness. However this propensity to constantly fix can be a road to burnout if they aren't careful. Here are some ways those with Restorative® may begin finding themselves burning out:

  • With so many aspects of society “broken” right now, those with Restorative® talents may be feeling the need to fix it all, all-at-once. 
    • For our COVID pandemic, those with Restorative talents might want to heal everyone at once, build out a better testing system, or reestablish business as usual.
    • Within the context of the #BlackLivesMatter movement and racial justice reckoning, those with Restorative® talents might be feeling that we need to solve 400+ years of injustice all at once. 

  • Trying to “put back together” work life as it used to be, rather than looking to put together something better.

  • There are some aspects of our current crisis that they won’t be able to “fix” or “repair”; not being able to do so could bring on feelings of uselessness, inadequacy, or impostor syndrome (I’m not good enough to fix this).

Addressing Burnout

In times of change and unrest, those with Restorative® talents can play key roles to getting things moving again. As a leader or colleague, you can help these talented individuals avoid burnout by:

  • Helping identify and define what truly needs to be fixed, what needs to be re-imagined, and what is just simply going to be left behind. Clarifying and prioritizing where to put their effort will help maximize their results while managing their emotional and mental energy.

  • When and where possible, put them in role where they can play a designated “troubleshooter” role. They will enjoy the challenge of discovering and resolving various roadblocks. Be sure to match them with problem solving initiatives that best match their  interests. Some might enjoy fixing your Zoom call experiences; others might enjoying “fixing up” a new office layout.

  • Identifying projects that match their "fix it" timeline. Some with Restorative talents may work best when the things they fix can be addressed in a day or a week. Others might thrive when a project or effort takes months or years. (Mismatching here is another way to bring on burnout.)
As with coaching any individual, their combined set of talent themes will effect how their Restorative® talents show up, and how to best manage them. As a beginning, next time you check-in with them, try asking,
What problems do you love to solve?
What problem(s) would you like to solve right now?

Photo by Dietmar Becker on Unsplash
Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are 
trademarks of Gallup, Inc. All rights reserved.
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Talents & Burnout: Responsibility®

6/24/2020

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By Chad T. Ahern
We recognize that communities throughout the United States are working hard to address longstanding, systemic racial inequality and injustice. Even as we join in the efforts to support such initiatives, we also believe continuing to share perspectives via this #talentswithoutburnout series can help people better understand one another as unique, talented individuals who should be celebrated and supported, regardless of their skin color or national origin.
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"People exceptionally talented in the Responsibility theme take psychological ownership of what they say they will do. They are committed to stable values such as honesty and loyalty."
- Gallup CliftonStrengths® Themes Quick Reference Guide -

Burnout Concerns

​Those with Responsibility talents are keen to ensure they fulfill all their commitments and live by a code of conduct that prioritizes their promises to others. As our world changes and a new "world of work" emerges, these talented individuals can be pushed toward burnout in the following ways:
  • They may become overwhelmed by the numerous new roles (and associated tasks) they are adding to their plates; becoming at-home teachers, cooks, IT trouble shooters, family entertainers, groundskeeper, and home health experts, Each role puts pressure on them to ensure they are doing their best in service of others. 

  • New communication channels may have disrupted previous task management processes may leave those with Responsibility talents unclear of what or when they need to move a project forward. It may feel considerably different to walk something down the hall to drop on someone’s desk (old work flow) rather than digitally transfer ownership of a project so the next step can be completed (new world of work).
      
  • Lack of clarity about what they MUST commit to. For many, the current pandemic has shifted thoughts on what’s actually essential or important. A lack of clarity about such shifts, particularly within their team could leave these individuals mentally exhausted trying to still "do it all," rather than focusing on the essentials.
    ​
  • Encountering a lack of resources. Often when a change occurs it can mean there is a change in the amount of resources available to complete a task. It could be time, money, or people. Not having the resources to complete their tasks has a high probability of causing emotional or mental strain as these talented people want to get their tasks completed as quickly as possible. 

Addressing Burnout

In times of change and disruption, those with Responsibility talents can be key to a team's success. They rarely forget tasks and can be depended upon to complete what they've promised to others - inside and outside their immediate team(s). To ensure you get the best of these individuals, or to ensure your own sanity if you have Responsibility talents, do your best to:
  • Ensure transparency and shared understanding. Be clear with deadlines, timelines, and courses of action. Doing so will provide the best opportunity for those with Responsibility talents to understand what they have ultimate responsibility for, and what other team members have promised to complete. 


  • Ensure they have the necessary resources they need to get their tasks done. Making it easy(ier) to complete and check-off tasks, the easier it will be for these teammates to stay in a state of "flow."

  • Work to understand what else is on their plates. You may only be aware of the workload you discussed during your last Zoom call, but you may not be aware of your colleague’s home-life responsibilities. Work together to find a respectful balance. As you work together make sure they know that saying "no" is acceptable. 
As with coaching any individual, their combined set of talent themes will effect how their Responsibility® talents show up, and how to best manage them. As a beginning, next time you check-in with them, try asking,
What do you feel responsible for right now?
Photo by Glenn Carstens-Peters on Unsplash (notebook checklist)
Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are 
trademarks of Gallup, Inc. All rights reserved.
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Talents & Burnout: Relator®

6/23/2020

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By Chad T. Ahern
We recognize that communities throughout the United States are working hard to address longstanding, systemic racial inequality and injustice. Even as we join in the efforts to support such initiatives, we also believe continuing to share perspectives via this #talentswithoutburnout series can help people better understand one another as unique, talented individuals who should be celebrated and supported, regardless of their skin color or national origin.
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"People exceptionally talented in the Relator theme enjoy close relationships with others. They find deep satisfaction in working hard with friends to achieve a goal."
- Gallup CliftonStrengths® Themes Quick Reference Guide -

Burnout Concerns

Times of change and challenge can put strains on even the deepest social networks. For those with Relator® talents this can often mean they need to invest significant emotional & mental energy to keep their close networks intact. In this vein, consider the following as possible burnout pressures: 
  • A company reorganization could mean people are relocated within the building or across the nation. Similarly, a change in company priorities might mean teams are disbanded and reassembled in new configurations. Both these case could mean limited contact with familiar co-workers.

  • Our current COVID pandemic's "social distancing" practices has put literal space between all of us. For those with Relator talents, this distancing is likely limiting their ability to get together socially to maintain relationships. This separation also has the potential to leave Relators feeling unmoored and disconnected.

  • Too much of a "good thing" could also impacting them. Normally, time with family (deep relationships) is a good thing, but most healthy relationships also require a certain amount of time apart (separation makes the heart grow fonder). Constantly being around family members may be fraying those relationships.

Addressing Burnout

Those with Relator® talents are critical in times of change and challenge. They can often provide the "social glue" that helps teams stick together to accomplish grand goals. To help them avoid burnout and keep them contributing their best, consider assisting them:

  • In outlining and defining work-life integration practices. Establish shared team expectations around what the workday does and doesn’t look like could help alleviate feelings of trying to balance all their relationships and time all at once. This action could be particularly important to those with families or those serving as the primary caregiver to an elderly family member.
 
  • Find a balance in using Zoom calls to connect with colleagues from whom they might be feeling disconnected. Too many calls might mean too much time away from family. Too few, they could start to feel like they are missing out on the lives of their colleagues.

  • In prioritizing webinars or calls where they might already know someone. Asking them to develop brand new relationships – particularly deep relationships – may just be one request to many among the existing stress of just trying to keep existing relationships going. 
As with coaching any individual, their combined set of talent themes will effect how their Relator® talents show up, and how to best manage them. As a beginning, next time you check-in with them, try asking,
Who are you feeling most connected with right now?
Who are you missing most right now?
Photo by Naassom Azevedo on Unsplash
Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are 
trademarks of Gallup, Inc. All rights reserved.
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Talents & Burnout: Positivity®

6/21/2020

0 Comments

 
By Chad T. Ahern
We recognize that communities throughout the United States are working hard to address longstanding, systemic racial inequality and injustice. Even as we join in the efforts to support such initiatives, we also believe continuing to share perspectives via this #talentswithoutburnout series can help people better understand one another as unique, talented individuals who should be celebrated and supported, regardless of their skin color or national origin.
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"People exceptionally talented in the Positivity theme have contagious enthusiasm. They are upbeat and can get others excited about what they are going to do."
- Gallup CliftonStrengths® Themes Quick Reference Guide -

Burnout Concerns

Those with Positivity® talents have a unique ability to keep a positive attitude even in the face of less than ideal situations. This ability can often serve these individuals, and their teams, quite well but it also has the potential to push them toward burnout given the emotional and mental dis-continence between their attitude and their environment. Consider the following:
​
  • It might become harder and harder to maintain a positive outlook in light of everything happening and keep the idea that "things will get better" in front of mind.
    • ​With the number confirmed COVID-19 cases and deaths continuing to rise it might be harder to think our social and work lives will return to something we'll recognize. 
    • With social and racial tensions coming to ahead, how will our country ever resolve our history with slavery and moving toward a more equal treatment of all citizens.
       
  • Those with Positivity® talents may also get frustrated by those around them who continue to focus on the bleak picture and data. If they are the only ones focused on the positive, they could feel like they are on an island by themselves.

  • Positive moment events and celebrations may be harder to come by as colleagues are laid off, or business deals fall through; leaving those with Positivity® talents fewer opportunities to remind their colleagues things will be okay.

Addressing Burnout

Those with Positivity® talents can be team treasures as they have a special ability to keep team morale up and moving forward; particularly in times of change and challenges. As a leader and/or team member you can help those with Positivity® talents continue to offer their best, and avoid burnout by:
  • Helping them emphasize the bright spots or progress being made in spite of changes and challenges. This could take several shapes:
    • Within our COVID pandemic, it might be:
      • celebrating front-line workers, non-profit volunteers, or our healthcare workers as they serve others
      • noting organizations contributing resources to those less fortunate 
      • the collaboration between researchers trying to find a cure
    • With the #BlackLivesMatters / racial justice effort, it could be:
      • the beginnings of essential & difficult conversations
      • communities coming together to support and stand with our African American neighbors and co-workers
 
  • Encourage them to share silver linings discovered within their (or your) new work paradigms, for example: 
    • the absence of a lengthy commute,
    • more time with your kids,
    • more time to exercise or be outdoors,
    • newly gained experience with digital tools
 
  • Help them make a big – but genuine – deal out of even the smaller team and organizational victories. Doing so will alleviate feelings of being on their own “positivity island.”
As with coaching any individual, their combined set of talent themes will effect how their Positivity® talents show up, and how to best manage them. As a beginning, next time you check-in with them, try asking,
What are doing right now to share your
​positive outlook with others?
Photo by Amanda Jones on Unsplash
Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are 
trademarks of Gallup, Inc. All rights reserved.
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Talents & Burnout: Maximizer®

6/18/2020

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By Chad T. Ahern
We recognize that communities throughout the United States are working hard to address longstanding, systemic racial inequality and injustice. Even as we join in the efforts to support such initiatives, we also believe continuing to share perspectives via this #talentswithoutburnout series can help people better understand one another as unique, talented individuals who should be celebrated and supported, regardless of their skin color or national origin.
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"People exceptionally talented in the Maximizer theme focus on strengths as a way to stimulate personal and group excellence. They seek to transform something
strong into something superb."
- Gallup CliftonStrengths® Themes Quick Reference Guide -

Burnout Concerns

Those with Maximizer® talents want to set and achieve the gold standard; the best of the best. They will look to maximize efficiency of time and people. They will look to perfect their systems, messages, and approaches. At a time when our world of work is being redefined those with Maximizer® talents may become frustrated and experience burnout because:
​ 
  • Solutions need to be workable but not perfect. They can become emotionally and mentally exhausted trying to perfect solutions that are still morphing. This could apply to:
    • New work policies
    • Their at-home office set up
    • Organizational outreach messages (e.g. newsletters; where the message needs to be more important than appearance).

  • A diminishing workforce has forced people to work in roles or on projects that don't fit their natural talents. With so many people being laid off or furloughed there is a greater chance that remaining staff members will be assigned tasks or roles that don’t necessarily fit their talents. This has the potential to frustrate those with Maximizer® talents as they want to see everyone’s responsibilities best matched to their respective Strengths.
  • They are striving for a "perfect world". With so much of our society “broken” or “below the standards were used to”, those with Maximizer® talents may be struggling to exert their best efforts. These talented individuals would prefer to be taking something good and making it great, rather than fixing something subpar.
    • For the ongoing pandemic, this has meant having to re-engineering work instead of finding small tweaks to improve a working system.
    • Within the context of recent #blacklivesmatter efforts, those with Maximizer® talents may be struggling that our country, even after 200+ years, still has not achieved a "more perfect Union."

Addressing Burnout

As the world reinvents itself, there is a role for those with Maximizer® talents. We need these individuals to keep pushing us and our teams forward. To ensure they do so in ways that don't burn them out, consider taking some of the following actions:

  • Provide them with some time to sit back and take stock of what and who is working better within our new work paradigms. Doing so will allow them to watch for, appreciate, and find ways to further enhance the:
    • re-imagined operational processes working better now than before, and
    • people who are finding and utilizing their best talents in our new world of work.
 
  • Give them opportunities to study how other organizations are successfully managing recent changes. Encourage team members with Maximizer® talents  to study who’s doing it the best and figure out if similar or the same approaches will work within your organization.

  • Engage them in discussions about how to re-delegate work within the context of a smaller organizational workforce. They likely have already studied their colleagues for longer and deeper than most, and can, therefore, provide you insights how to best re-position people for the greatest effect. Bringing them into this process will allow them to tap into their talents and allow them to feel some sense of control over improving their environment and colleagues.
As with coaching any individual, their combined set of talent themes will effect how their Maximizer® talents show up, and how to best manage them. As a beginning, next time you check-in with them, try asking,
What are you working on improving today?
Photo by Estée Janssens on Unsplash
Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are 
trademarks of Gallup, Inc. All rights reserved.
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Talents & Burnout: Learner®

6/17/2020

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By Chad T. Ahern
We recognize that communities throughout the United States are working hard to address longstanding, systemic racial inequality and injustice. Even as we join in the efforts to support such initiatives, we also believe continuing to share perspectives via this #talentswithoutburnout series can help people better understand one another as unique, talented individuals who should be celebrated and supported, regardless of their skin color or national origin.
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"People exceptionally talented in the Learner theme have a great desire to learn and want to continuously improve. They process of learning, rather than the outcome, excites them."
​- Gallup CliftonStrengths® Themes Quick Reference Guide - 

Burnout Concerns

As our world of work changes, those with Learner® talents will likely want to pursue any number of new threads of discovery. Their inquisitiveness, however, can also be there downfall. Consider the following ways those with these talents might be pushed toward burnout:

  • These individuals may love to learn, but usually it’s at their own pace. With the current flood of information and ongoing updates it can become emotionally exhausting to keep up with it all.

  • Many people with Learner® talents like the “steady and deliberate journey of learning.” There is nothing steady about our current environment.

  • They may also feel out of sync because what they were learning about (pre-COVID) is no longer (or less) applicable. By minimizing what they were in the process of learning, you could be endangering their level of employee engagement.

  • Those with Learner® talents on your team may be left scrambling for how to learn and process their learning with alongside other people given the significant drop-off in in-person learning events (e.g. conferences or professional association meetings). They may also feel emotionally exhausted trying to have deep, thoughtful learning conversations and discussion via virtual meetings or webinars. 

Addressing Burnout

For most with Learner® talents, their learning often carries with a sense of purpose. They learn so they can make use of their learning. By tapping into this, in the following ways, you may be able to help them avoid burnout:

  • Help them understand what topics are essential to the future of the organization. By focusing their learning, you can help them begin to filter.

  • Set timelines & expectations. Help them figure out how quickly you need the most essential level of information. Remember, Learners are not looking to become absolute experts, they often want to know just enough to move forward. 

  • Help them find virtual learning opportunities; ideally ones that can help solve or address current team or organizational challenges. Just be mindful that they will likely want to attend experiences where there are good opportunities to digest their learning alongside others.
As with coaching any individual, their combined set of talent themes will effect how their Learner® talents show up, and how to best manage them. As a beginning, next time you check-in with them, try asking one of these questions,
What are you most excited to learn about right now?
What are you learning about that could help our team?

Photo by NeONBRAND on Unsplash
Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are 
trademarks of Gallup, Inc. All rights reserved.
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