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The Sideline Blog

Just as sports players come to the sideline for rest and guidance, this blog is meant to provide you some insight and guidance as you explore your Strengths journey.

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

  • Writer's pictureChad T. Ahern

Talents & Burnout: Belief®

People exceptionally talented in the Belief theme have certain core values that are unchanging. Out of these values emerges a defined purpose for their lives.

- Gallup CliftonStrengths Themes Quick Reference Guide -

Burnout Concerns

When your company and/or team makes drastic changes to business practices, it can start to feel, to those with Belief talents, like the company is changing its values. When those with Belief talents don't feel like those around them are are holding to consistent values, it can leave them feeling un-moored and questioning whether their organization is still worthy of their time and investment.

In response, they will likely take one of two courses of action:

  • Overextend themselves (a/k/a burn themselves out) trying to recommit to the team's original values as they wish to live them, or;

  • Disengage from their work because they no longer wish to invest their time, energy, or effort into a team or organization that doesn't seem to be committed to the same values.

Addressing Burnout

In times of change, those with Belief talents can be essential to helping a team keep their eye on the bigger picture. They can help you remember your "why" among the chaos. As a leader you can help people still use their Belief talents, manage frustration, and avoid burnout by:

  • As much as possible, clarify what is a change in “practice” versus what is a change in “core values”. Businesses and organizations have to evolve their practices to survive, but most often that is manageable within the current understanding of team values. When dramatic change is necessary managing the intersection is tougher. By clarifying that your new practices are just reflecting existing values in new ways. Which leads us to...

  • Explain, and tie together, how any changes in practice reflect the organization’s existing values. By reinforcing the message that core values aren't being abandoned, you'll help those with Belief talents recommit to the team and take up the new changes in practice.

  • If recent changes have inspired the organization to update their values, be clear about why and what the new core value(s) means for everyone. Clarity can breed commitment and engagement.

As with coaching any individual, their combined set of talent themes will effect how their Belief talents show up, and how to best manage them. If nothing else, when you check in with them be sure to ask:

Which values and actions are most important to you

​in these times of change?

Photo by Todd Rhines on Unsplash

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