TALENT AND TEAMS CONSULTING
  • Home
  • COVID-19
  • About
    • Chad's Story
    • My Approach
    • Contact
  • Learn
    • Blog
    • Employee Archetypes >
      • The Catalyst
      • The Believer
      • The Loafer
      • The DIsgruntled
  • The Engaged Effect
    • Engaged Express
    • the Engaged Individual Effect
    • the Engaged Leader Effect
    • the Engaged Team Effect
  • Coaching
    • Individual Coaching
    • Team Leader Coaching
    • Team and Small Organization Coaching
    • Strengths Development vs. Conventional Development
  • Mailing List
  • Legal
    • Standards and Trademarks
    • Privacy Policy

Talents & Burnout: Self-Assurance®

6/26/2020

0 Comments

 
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.
Picture
"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.
0 Comments

Your comment will be posted after it is approved.


Leave a Reply.

    Attributions

    Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are 
    trademarks of Gallup, Inc. All rights reserved.

    Archives

    July 2020
    June 2020
    May 2020
    April 2020
    March 2020
    January 2020
    December 2019
    November 2019
    October 2019
    May 2019
    February 2019
    January 2019
    December 2018
    November 2017
    December 2016
    November 2016
    August 2016
    June 2016
    May 2016
    March 2016
    February 2016
    September 2015
    August 2015
    July 2015
    June 2015
    April 2015
    March 2015
    February 2015

    Categories

    All
    2015
    2016
    2017
    2019
    2020
    Achiever
    Acknowlegement
    Activator
    Analytical
    Arranger
    Art Woolf
    Belief
    #BLM
    Brene Brown
    Burnout
    CliftonStrengths
    Coaching
    Command
    Communication
    Competition
    Connectedness
    Consistency
    Context
    COVID 19
    COVID-19
    Daniel Pink
    Deliberative
    Depth Chart
    Developer
    Discipline
    Donor Relations
    Empathy
    Employee Engagement
    Employee Relations
    Engagement
    Focus
    Futuristic
    Gallup
    Government
    Harmony
    Higher Education
    Holidays
    Human Resources
    Ideation
    Impact
    Includer
    Individualization
    Input
    Intellection
    Ken Robinson
    Knowledge
    Labor Shortage
    Leadership
    Leading
    Learner
    List
    Managing
    Maximizer
    Motivation
    Positivity
    Q12
    Questions
    Rainer Strack
    Relator
    Responsibility
    Restorative
    Self-Assurance
    Significance
    Skills
    Sports
    Stanley McChrystal
    Strategic
    Strengths
    Strengths Based Development
    Strengths Based Leadership
    Strengths-Based Leadership
    Strengths Coach
    StrengthsQuest
    Talent
    Talent Gap
    Talent Management
    Talents
    #talentswithoutburnout
    Talent Vs. Talent
    Team Coaching
    Teams
    TED
    Thanksgiving
    Trust
    Unemployment
    Uniqueness
    Vermont
    Vermont Workforce
    WOO

    RSS Feed

© All rights reserved. Talent and Teams Consulting. Colchester, VT 05446 
Contact        About
  • Home
  • COVID-19
  • About
    • Chad's Story
    • My Approach
    • Contact
  • Learn
    • Blog
    • Employee Archetypes >
      • The Catalyst
      • The Believer
      • The Loafer
      • The DIsgruntled
  • The Engaged Effect
    • Engaged Express
    • the Engaged Individual Effect
    • the Engaged Leader Effect
    • the Engaged Team Effect
  • Coaching
    • Individual Coaching
    • Team Leader Coaching
    • Team and Small Organization Coaching
    • Strengths Development vs. Conventional Development
  • Mailing List
  • Legal
    • Standards and Trademarks
    • Privacy Policy