Strengths Positioning: Woo®
Leaders, and colleagues, need to position people on work project teams effectively and efficiently to ensure work gets done and people stay engaged. A lot of leaders often spend too much time trying to guess where to put people because they don't have a point of reference.
What follows is a "scouting report" for those with Woo® talents, as identified via the CliftonStrengths assessment.
If you are a leader or a colleague of someone with these talents, consider how you can best position them in the context of your team and your projects. You can also use this as a discussion piece to find out how they see and use their Woo® talents.
Each person with Woo® talents operates differently. Make sure you're not missing out on their unique contribution.
Disclaimer: The following insights represent the author's opinions based on their understanding of the CliftonStrengths® themes. These are not statements created by or formally endorsed by Gallup®.
Ability to bring team members into the fold strengthens team camaraderie and performance.
Ways in which this team member can make a direct and immediate impact. Use these insights to consider where you place them on the team or in an organization.
Welcome Wagon. Individuals with Woo® talents thoroughly enjoy the experience of getting to know as many people as possible. This can make them ideal initial points of contact when a new team member joins the team or organization. They are likely to learn enough about the new teammate to help ease the transitions and introduce them to the rest of the team. If you lead someone with Woo® talents, consider positioning them in a way that allows them to have a lot of initial contact with any new employee -- regardless of their organizational role. Their ability to welcome people, and their drive to make connections, will help teams find collaborations faster.
The Outreach Expert. Those with Woo® talents want to expand their networks. As such, they can be key team members when the team needs to find expertise or resources outside their immediate circle. In soccer, these talented individuals might be the first one to make contact with a potential player ahead of a trade. In business, these individuals can be key in making first contact with new or potential partners & suppliers...and sometimes even your competitors. As you lead those with Woo® talents, consider positioning them in roles that entail a lot of outreach and making first contact.
Ways in which people with this theme might "overplay" their talents.
Insincerity. Individuals with Woo® talents can sometimes meet people with a "love'em, win'em, and then leave'em" approach. If those with Woo® talents don't make an effort to explain their networking ways, then many of their new connections may be left wary of the true intentions. If you lead someone with Woo® talents be sure that you encourage them to still invest some time to check-in with current connections so that their network connections aren't left with the feeling they are part of a quantity-focused network instead of a quality-focused network.
Talent Combos / Position Modification
Communication®: "Team Informer" - Those with Communication® talents are keen to keep lines of communication open so that the team knows what's happening so they can make shared decisions with the best information. Those with Woo® talents are driven by their desire to share with as many as possible. Individuals with this Communication + Woo talent blend are likely to act like a very clearly communicating center midfielder in soccer; ensuring that everyone from the goalie to the strikers knows what's happening in any given moment. Consider positioning someone with this talent blend in roles where they can touch a lot of people across the organization that need to hear clear info. in a timely fashion.
Deliberative®: "Cautious Networker" - Those with Deliberative® talents are keen to identify and manage potential risks. Those with Woo® talents seek to build wide networks. Individuals who possess this unique Deliberative + Woo talent blend will often proceed with caution when meeting new people. In a soccer context, these talented individuals are likely to keep their networking efforts to their immediate teammates; as compared to someone who just has Woo talents who would like want to meet and understand everyone on the field. If you lead someone with this unique talent blend, help them understand and minimize the risks of meeting new people. You might also help them find a role where they can continue to strengthen networks within established contexts (e.g. internal partners, long standing partner organizations, etc.)
Check out these videos from Gallup to learn more