In this episode of Strengths Applied, we welcome Bill Beachy and Ron Cheshire to discuss managing distractions and the crucial roles our talents play in maintaining attention and focus. We highlight how different Strength Domains appear in this conversation, discussing the balance between personal needs and the needs of others. We emphasize advocating for those who struggle to be seen and heard, as well as the importance of advocating for your own needs. For new managers, we stress understanding oneself and leading with intention to maximize impact --- including tips to minimize distractions by prioritizing purpose and meaning within the team.

KEY MOMENTS

• 00:50 Guest Introductions
• 01:54 “The Why” 
• 02:52 “The Stats”
• 04:48 Bill's Experience with Distractions
• 10:43 Ron's Perspective on Distractions
• 14:02 Chad & Jen Share their Experiences
• 21:21 Using Strengths to Manage Distractions
• 31:11 Strategic Thinking vs. Action-Oriented Approach
• 35:33 Leading with Intention - Self-Awareness
• 37:30 Struggling to Be Seen and Heard
• 47:31 Advice for New Managers
• 61:30 Final Thoughts

OUR GUESTS:

Bill Beachy @ The Beachy Group

LinkedIn | Website

Bill’s CliftonStrengths Top 5: Strategic | Ideation | Activator | Maximizer | Futuristic

Ron Cheshire @ The Co-Leadership Group

LinkedIn | Website

Ron’s CliftonStrengths Top 5: Individualization | Strategic | Analytical | Futuristic | Discipline

YOUR HOSTS: 

Jen Werner @ Jen Werner Coaching 

Facebook | LinkedIn | Website

Jen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator 

Chad Ahern @ Talent and Teams Consulting 

LinkedIn | Website

Chad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 

To learn more about CliftonStrengths talent themes.

The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. 

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

Hosted on Acast. See acast.com/privacy for more information.

What do you do when your talents don't match with your working environment?

This is one of the key questions we explore in this episode with our good friend and returning guest coach, Michael Stafford from The Chapter Coach. Join us for a lively conversation about how our talents often impact our "ideal" work environments; and how a "one-size-fits-all" approach is often ineffective. We also dive into the challenges and opportunities that have reshaped our work environments since the COVID-19 pandemic. You will find practical tips for those who long to be seen and heard, regardless of their physical work location, and for new managers navigating the complexities of managing people across multiple locations and workstyles.  Get ready for a good dose of personal experiences, humor, and data.

KEY MOMENTS

• 00:00 Introduction & Welcome
• 01:49 The “Why” & Statistics 
• 05:02 Personal Experiences 
• 05:31 Challenges & Opportunities 
• 12:40 The Importance of Individual Work Styles
• 16:40 Using Talents to Navigate Hybrid Work
• 26:55 Changing Mindset in a Hybrid Model
• 29:09 Balancing Remote and Office Work
• 31:15 Creating Moments of Visibility
• 40:08 Proactive Leadership for New Managers
• 47:31 Key Takeaways for Success

RESOURCES:

Michael Stafford’s blog post

The Future of the Office (Gallup)

Boosting Productivity in Hybrid Teams (Gallup)

OUR GUEST:

Michael Stafford @ The Chapter Coach

LinkedIn | Website

Michael’s Top 5 CliftonStrengths: Maximizer | Input | Individualization | Relator | Harmony

YOUR HOSTS: 

Jen Werner @ Jen Werner Coaching 

Facebook | LinkedIn | Website

Jen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator 

Chad Ahern @ Talent and Teams Consulting 

LinkedIn | Website

Chad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 

To learn more about CliftonStrengths talent themes

The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. 

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

Hosted on Acast. See acast.com/privacy for more information.

How can you inspire great connections with your customers?

In this episode, we dive deep into the importance of customer engagement. Whether internal or external, we share a few compelling stories that highlight how our unique talents have helped us meet customer needs. We discuss strategies to connect with those who feel unseen and unheard by anticipating their needs, asking insightful questions, and drawing them in. For managers, we give actionable advice using your talents to enhance the cycle of Building Customer Engagement. Discover how your own engagement can inspire and empower others. 

• 00:00 Stats & Importance of Engaging Customers
• 03:40 Our Experience: Find the Need
• 09:37 Using Talents to Engage Customers
• 21:45 Reaching the Unseen
• 28:03 Advice for New Managers
• 28:13 Talents in the Customer Engagement Cycle
• 33:00 Engagement: Pay it Forward
• 38:27 Conclusion and Key Takeaways

RESOURCES:

Customer Centricity (Gallup)

Make Customer Engagement Your Competitive Edge (Gallup)

Win Building Relationships, Not On Price (Gallup)

YOUR HOSTS: 

Jen Werner @ Jen Werner Coaching 

Facebook | LinkedIn | Website

Jen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator 

Chad Ahern @ Talent and Teams Consulting 

LinkedIn | Website

Chad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 

To learn more about CliftonStrengths talent themes

The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. 

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

Hosted on Acast. See acast.com/privacy for more information.

In this episode of Strengths Applied, we welcome Bill Beachy of the Beachy Group to discuss our personal journeys in entrepreneurship and the crucial role our talents have played.

Fueled by our strengths and passions, we share how these have been instrumental in our success. We redefine entrepreneurship to include passion, and aiming to help others be seen and heard. Emphasizing the importance of self-awareness, we also explore how new managers can leverage this awareness to lead effectively and inspire their teams -- especially inside new startups.

KEY MOMENTS

• 00:00 Live out your passion
• 00:16 Introduction
• 00:39 Meet Our Guest Bill Beachy
• 01:23 The Rise of Entrepreneurship
• 02:06 The Shift: My Paycheck to My Purpose
• 02:43 Personal Experiences 
• 14:50 Using Our Strengths in Entrepreneurship
• 26:24 Advice for New Entrepreneurs
• 35:12 Leadership and Self-Awareness
• 41:36 Final Thoughts and Wrap-Up

GUEST COACH:

Bill Beachy, Ph.D. @ The Beachy Group, LLC.

LinkedIn | Website

Bill’s Top 5 CliftonStrengths: Strategic | Ideation | Activator | Maximizer | Futuristic

YOUR HOSTS: 

Jen Werner @ Jen Werner Coaching 

Facebook | LinkedIn | Website

Jen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator 

Chad Ahern @ Talent and Teams Consulting 

LinkedIn | Website

Chad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 

To learn more about CliftonStrengths talent themes

The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. 

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

Hosted on Acast. See acast.com/privacy for more information.

What does it mean to have a "best friend" at work? And why is it so important?

In this episode, we explore the significance of the 'Best Friend at work' concept as highlighted in the Gallup Q12 Engagement Assessment. As we share our personal experiences, we also look at the relevant statistics, and discuss key traits of a "best friend." We also provide insights on leveraging individual talents to find, foster, and nurture such friendships, and offer guidance for managers seeking to build supportive environments for workplace friendships.

KEY MOMENTS

• 00:29 The Importance of Having a Best Friend at Work
• 00:54 Defining 'Best' in Best Friend
• 02:17 Personal Experiences and Benefits of Work Besties
• 05:04 Gallup's Research on Workplace Friendships
• 15:25 The Role of Managers and Workplace Culture
• 18:24 Balancing Personal and Professional Boundaries
• 22:28 Leveraging Talents to Build Trust and Support
• 29:51 The Four Needs of Followers
• 33:14 Being an Advocate
• 36:38 Encouraging Team Success
• 39:33 Avoiding Managerial Bias
• 47:35 Building Shared Understanding and Moments
• 52:04 Final Thoughts on Workplace Friendships

RESOURCES:

Patrick Lencioni - Personal Histories exercise

Gallup

Original Employee Engagement research - "Best Friend at Work" (1999)

2019 Employee Engagement research update - "Best Friend at Work" (2019)

2014 Employee Engagement research update - "Best Friend at Work" (2024)

Q10 - "Best Friend at Work" PDF resource

YOUR HOSTS: 

Jen Werner @ Jen Werner Coaching 

Facebook | LinkedIn | Website

Jen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator 

Chad Ahern @ Talent and Teams Consulting 

LinkedIn | Website

Chad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 

The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. 

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

Hosted on Acast. See acast.com/privacy for more information.

Feedback, similar to recognition, plays an essential role in encouraging improved employee performance. When delivered effectively, feedback works to unlock an employee's full potential. Unfortunately, many leaders and team members are using outdated approaches, and offering feedback too infrequently to make a difference.

In this episode, we share data-informed approaches that can drastically improve your feedback -- and your results. We explore the importance of normalizing frequent feedback, the role our talents & strengths play, and why building a culture of peer-to-peer feedback is under-estimated but becoming more important into today's workplace. Feedback should go beyond simply resolving issues. Instead, feedback should foster an environment of continuous improvement.

• [00:00] Introduction and Feedback Sandwich
• [00:30] The Importance of Feedback
• [01:35] Challenges with the Feedback Sandwich
• [03:23] Effective Feedback Strategies
• [05:03] Planning and Intent in Feedback
• [07:33] Strengths-Based Feedback
• [14:42] Using Strengths to Improve Feedback
• [25:13] Strategic Thinking and Feedback
• [27:45] The Role of Influencing Themes
• [36:14] Effective Feedback Strategies
• [41:25] The Importance of Peer Feedback
• [43:46] Creating a Culture of Growth
• [48:25] Conclusion and Key Takeaways

RESOURCES:

Pew Research Center -- on feedback

Adam Grant's advice

Gallup - Feedback and Recognition

Gallup - Give feedback like a coach

YOUR HOSTS: 

Jen Werner @ Jen Werner Coaching 

Facebook | LinkedIn | Website

Jen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator 

Chad Ahern @ Talent and Teams Consulting 

LinkedIn | Website

Chad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 

The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. 

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

Hosted on Acast. See acast.com/privacy for more information.

Creating Meaningful Employee Recognition

Recognition plays an important role in engagement in the workplace. Getting recognition right will boost morale, while generic or incorrect recognition can lead to demotivation and disengagement. It is key to acknowledge individuals for their unique efforts. This personalized and specific recognition makes employees feel valued and appreciated. 

In this episode we draw on extensive research by Gallup, explore the analogous "5 Love Languages" model, and define the differences between feedback, praise, and recognition. This episode is ideal if you are a leader -- or teammate -- who wants to make your recognition frequent, specific, genuine, personalized, and strengths-driven.

• 00:00 Introduction: The Problem with Traditional Recognition
• 00:35 The Importance of Recognition: Stats and Insights
• 02:24 Personal and Meaningful Recognition
• 04:15 Feedback vs. Recognition: Key Differences
• 07:26 Implementing Effective Recognition Strategies
• 15:15 Generational Differences in Recognition
• 15:42 The Five Pillars of Recognition
• 17:24 Personalizing Recognition: Tips and Examples
• 21:42 The Role of Strengths in Recognition
• 36:10 Practical Tips for Managers
• 40:49 Conclusion: Moving Beyond Gold Watches

RESOURCES:

5 Clues to Talent

The 5 Love Languages

Employee retention depends on Recognition (Gallup)

Recognition and Generational similarities (Gallup)

Redefining feedback w/ Recognition (Gallup)

YOUR HOSTS: 

Jen Werner @ Jen Werner Coaching 

Facebook | LinkedIn | Website

Jen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator 

Chad Ahern @ Talent and Teams Consulting 

LinkedIn | Website

Chad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 

The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. 

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

Hosted on Acast. See acast.com/privacy for more information.

Understanding and clearly defining expectations is key for employees and teams to thrive. One effective way to achieve this is by revising and co-defining job descriptions with each team member. By incorporating Strengths-based discussions, we can empower employees to do more of what they do best.

Listen in as we explore how leaders and individual contributors can expand their conversations, job craft individual roles, align tasks with strengths, and change out annual reviews for professional development conversations.

• [1:30] Job Responsibilities & Expectations: The stats
• [3:19] The problem with assumptions
• [10:00]Job descriptions - review, revisit & co-define often.
• [19:18]You’ve got the job, now what? Defining the ‘other’ expectations.
• [22:16]Crafting Strengths-Based individualized job descriptions.
• [28:53] Redefining team roles based on Strengths.
• [31:24]Legally binding document?
• [33:01]Tips for Leaders. User manuals, review, redefine, provide clarity.
• [44:05]Advocate for yourself!

[15:26 - 19:17]We share an impromptu preview of a future episode on "Professional Development & Job Crafting" -- does a good promotion always mean becoming a manager?

RESOURCES:

Gallup's Q12 and Employee Engagement stats

YOUR HOSTS: 

Jen Werner @ Jen Werner Coaching 

Facebook | LinkedIn | Website

Jen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator 

Chad Ahern @ Talent and Teams Consulting 

LinkedIn | Website

Chad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 

The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. 

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

Hosted on Acast. See acast.com/privacy for more information.

Employee Engagement is crucial for success. Engaged employees drive profitability, productivity, and employee wellbeing. Organizations with high engagement levels experience lower absenteeism, turnover, theft, and defects.

• [1:00] Staggering Stats about Employee Engagement
• [4:35] Engagement, Wellbeing & Focus on Strengths
• [7:50] The trouble with disengagement
• [10:45]Satisfaction is not equal to Engagement
• [13:50]Setting Expectations to boost Engagement
• [17:50]A sneak peak at the role of Recognition
• [20:18] Strengths to boost Employee Engagement
• [29:10]What can Leaders do? Ask, Listen & Act!
• [39:10]Leaders Engagement & Strengths Impact
• [44:10]Every Interaction is an Opportunity
• [46:00]Economic Engine & Professional Development

RESOURCES:

Gallup's State of the Global Workforce report

Gartner's HR & Employee Engagement research

Workhuman & Gallup

Gallup's Q12 Employee Engagement assessment

YOUR HOSTS: 

Jen Werner @ Jen Werner Coaching 

Facebook | LinkedIn | Website

Jen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator 

Chad Ahern @ Talent and Teams Consulting 

LinkedIn | Website

Chad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 

The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. 

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

Hosted on Acast. See acast.com/privacy for more information.

How do you integrate your work-life with your family, community, and personal interests? If you're a leader, how are you supporting your team members' work-life integration?

Proper work-life balance - or integration - is crucial for professional success and personal well-being...and setting and maintaining appropriate boundaries is key. In this episode, we explore how understanding your personal values, talents, and needs is essential to establishing healthy boundaries. In doing so, you can find your desired fit for work-life integration.

• [0:42] Defining values to set boundaries
• [2:11] Statistics about ‘Work-Life Balance’
• [5:38] The trouble with loose boundaries - What is balance?
• [8:26] Are you a Blender or Splitter?
• [13:33]Style preference & work boundaries
• [16:30]Personal examples of boundaries within strengths
• [21:31]Consider talent contributions & needs to create balance
• [27:00]Tips for Leaders & managers - Expectations & Workstyles
• [32:28]Trust, positive intent & recognition for boundaries
• [36:44]YOUR Workstyles, Values, Boundaries & Energy

RESOURCES:

Blenders vs. Splitters (Gallup article)

Leaders' Misconceptions about Employees schedules (Gallup article)

Employee Wellbeing hinges on Managers, not Work mode (Gallup article)

2024 Work-Life Balance Stats (HubStaff)

YOUR HOSTS: 

Jen Werner @ Jen Werner Coaching 

Facebook | LinkedIn | Website

Jen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator 

Chad Ahern @ Talent and Teams Consulting 

LinkedIn | Website

Chad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 

The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. 

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

Hosted on Acast. See acast.com/privacy for more information.