Chad T. Ahern
Talents & Burnout: Includer®
We recognize that many communities within the United States are going through massive upheaval in trying 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 that should be celebrated and supported, regardless of their skin color or national origin.
"People exceptionally talented in the Includer theme accept others. They show awareness of those who feel left out and make an effort to include them." - Gallup CliftonStrengths® Quick Reference Guide -
A pandemic. Social disruption. A corporate restructure. Even though change can come in all shapes and sizes, those with Includer® talents believe that we are all fundamentally the same. These talented individuals seek to ensure as many people as possible are involved and informed. In our current environment that same desire for togetherness can rub against current realities and push them toward burnout in the following ways:
With social distancing our current norm, those with Includer® talents may be feeling like they can’t fully engage everyone they'd like to.
Technical limitations (e.g. bandwidth in rural areas) may limit who can and can’t be involved during a certain conversations. This idea that someone is being left out will likely not feel comfortable or appropriate.
In our rapidly changing world, sometimes time constraints doesn't make it possible to bring everyone together to get their input or consider their point of view.
In light of the social change brought on by the recent killings of George Floyd, Breonna Taylor, and Ahmaud Arbery (among hundreds of others), those with Includer® talents could become emotionally exhausted trying to bring everyone together.
When dramatic change occurs it can become essential to ensure everyone's point of view is considered. Those with Includer talents can be the champions for making sure certain people or groups are excluded. In light of the aforementioned concerns challenges, leaders and team members can help teammates with Includer® talents bring their best by:
Help those with Includer® talents access, manage, and utilize the best outreach channels to keep people involved. Even though we are separated by physical distance doesn’t mean people can’t be included to contribute on projects.
Considering alternate connection methods. Even though it's helpful to have everyone on a video call (Zoom, MSTeams, GoToMeeting, etc.) you can often run into bandwidth problems by adding just that one more person. If you change the medium to accommodate more participants, those with Includer talents will likely be grateful for the opportunity to hear from more people.
Help ensure that your outward messages (e.g. newsletters) go to the broadest audiences possible. Doing so will alleviate concerns from those with Includer® talents that you might accidentally exclude someone from your communications.
As with coaching any individual, their combined set of talent themes will effect how their Includer® talents show up, and how to best manage them. As a beginning, next time you check-in with them, ask,
How are you helping people feel as though they are part of a group, or a part of our team?
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