1. Aligning Leader
Strengths and
Resilience
A Journey Workshop
Ben Dilla
Joel Bennett
Class starts May 12: Register here bit.ly/OURSTRENGTHS

2. Outline
◦ Purpose of Workshop
◦ Our Respective Backgrounds
◦ Why: Strengths?... EI?.... Resilience?
◦ KeyThemes (Ben & Joel)
◦ Need for Integrating AllThree?
◦ Workshop Design

3. Knowing
Strengths
Staying
Resilient
Emotionally
Intelligent

4. Poll
◦ Which approach do you think is most important for leadership
development?
◦ Focus on and bring out our follower’s strengths
◦ Help them in their emotional intelligence
◦ Develop their (team) resilience

5. Purpose of Upcoming Workshop
To guide participants in their own leadership
journey by:
◦ synthesizing main benefits from three major
approaches to leadership development, and
◦ giving skill-based exercises in each area
◦ Strengths
◦ Emotional Intelligence
◦ Resilience

6. Objectives of Today’s Webinar
1) Review major concepts in each of the three
areas
2) Provide participants with key talking points
and recommended resources for each area
3) Experience a brief activity for reflecting on
one’s own tendencies in the three areas

7. Respective Backgrounds
Ben
◦ Industrial/Organizational Psychologist
◦ US Air Force Behavioral Scientist / Personnel
Officer
◦ Leadership Development Consultant/Director
◦ Business School Professor
◦ Leadership Coach & Facilitator
◦ Strengths Ambassador
Joel
◦ Occupational Health Psychology/Inventor
◦ Founder, OrganizationalWellness & Learning
Systems (1992)
◦ Texas Christian University (1994-2002) |
Associate Research Scientist
◦ $6 Million in NIH/DHHS Funding
◦ Trained close to 500 facilitators
◦ Five books; 30+ Peer reviewed article
Class starts May 12: Register here bit.ly/OURSTRENGTHS

8. How Ben & Joel Got Here
◦ Dallas-Fort Worth Organizational Development
Network
◦ Meeting in October 2019 devoted to 5-minute Ted Talks
◦ Ben presented a model that integrates Strengths with
Emotional Intelligence
◦ Joel presented a model of Organizational Wellness and
the role of resilience in employee well-being

9. Class starts May 12: Register here bit.ly/OURSTRENGTHS

10. Why Strengths?

11. Why Emotional Intelligence (EI)?
◦ People are rational and emotional beings
◦ EI is critical to personal and business
success
◦ EI accounts for 58% of performance
◦ CEOs get hired for IQ (technical skills,
business acumen) and fired for gaps in EI
◦ 90% of high performers have high EI
◦ People with high EI make more money!

12. Growth in EI Research, Scholarly Articles & Books

13. Why Resilience?
◦Burn-out
◦“Dying for a Paycheck”
◦Deaths of Despair
◦COVID-19
◦Not just managing but
learning from stress… and
growing as well

14. Key Themes: Ben

15. Key Themes: Ben
◦Our strengths provide the raw material for Emotional
Intelligence (EI) and Resilience
◦Any strength can be used to develop other aspects of EI
and Resilience
◦EI skills serve to regulate the best use of our strengths
◦ Avoid overuse or misapplication (“Dial Down”)
◦ Guide us when to intensify needed strengths (“Dial Up”)
Class starts May 12: Register here bit.ly/OURSTRENGTHS

16. People develop much
more by focusing on
their strengths rather
than focusing on
their gaps or
weaknesses

17. Self Others
Awareness
Self-Awareness
• Self-Assessment
• Confidence
Social Awareness
• Empathy
• Organizational Awareness
Management
Self-Management
• Self-Control
• Adaptability
• Achievement Drive
Relationship Management
• Communication
• Influence
• Conflict Management
• Collaboration
Components of Emotional Intelligence (EI)

18. The Missing Piece: Emotion
The Four Domains of Strengths align
with 4 of the dimensions of the
Big 5 Personality factors
◦ Strategic Thinking → Intellectual Curiosity
◦ Execution → Conscientiousness
◦ Relationship Building → Agreeableness
◦ Influencing → Extroversion
Missing element in Strengths
themes/domains is from Personality
factor of Emotional Stability
“As with the CSF themes individually, none of the four
theme domains has a strong
correlation with Emotional Stability.”
Clifton StrengthsFinder 2014 Technical Report, p. 22
?

21. UNIVERSAL CONCEPTS
COMMON HUMANITY
Thinking Doing Relating Guiding
Spiritual Path Head Center Physical Center Emotional Center Align All 3
HHH Head Hands Heart Whole
Character Strengths (VIA) Wisdom Integrity Compassion Teamwork
Competency
Thought
Leadership
Results
Leadership
People
Leadership
Aligning All 3
with Self Leadership
Personality (Big 5)
Intellectual
Curiosity
Conscientiousness Agreeableness
Extraversion
(dominance)
Gallup Domain Names
Strategic
Thinking
Executing Relationship Building
Sustain Relations
(Influence)
Emotional Intelligence
Self-Awareness
across Different
Domains of Well-
Being
Self-Management
in the face of
Stressors
Social Awareness
in the face of Stressors
Relationship
Management
through the resilience
process
Resilience
How do your
strengths support
both a healthy
lifestyle and self-
awareness?
How do your strengths
help you respond to
and manage yourself
when stressed?
How do your strengths
garner support and
social awareness to help
with stress?
How do your strengths
help you manage
relationships
throughout?
Who Am I? How can I Contribute?
© 2020; Ben Dilla & Joel Bennett

23. What contribution from me
do you require to make
your contribution to the
organization better?”

24. Key Themes: Joel
Class starts May 12: Register here bit.ly/OURSTRENGTHS

25. KeyThemes: Joel
• Resilient leaders are coachable
• Team resilience is facilitated by
leaders who are sensitive to and
encourage the COMPLEMENTARY
strengths of the team members
Resilient leaders are in touch with
their level of stress response;
they know when they need to make
adjustments (respond to triggers,
stressors, challenges, failures)

26. True leaders know how
to manicure the
environment with their
head, their heart, and
their hands

27. Our three brains
Our brains are essentially a set
of tools to help us manicure our
environment for thriving.
What we label as “stress” is a
deep knowing that the oscillation
across our systems are not
aligned.
Something is “off.”
Head
Heart
Gut

28. Human beings have three brains

29. Panksepp
(Animal Model)
Porges
(Polyvagal)
Davidson*
(cortico-limbic)
Play (Social Joy & Affection) Safety
(optimal-arousal)
• REST & DIGEST
• SELF-REGULATE
• SELF-SOOTHE
• SOCIAL ENGAGE
• EYE CONTACT
• FACIAL EXPRESSION
Emotional Styles
1.Resilience
2.Outlook
3.Social intuition
4.Self-awareness
5.Sensitivity to
context
6.Attention
Care (Nurturance)-
Seeking
Lust (sexuality)
Danger
(Hyper-arousal)
FIGHT-FLIGHT
Panic
(Separation Distress) -
Rage (Affective Attack) –
Fear Life Threat
(Hypo-arousal)
Parasympathetic
FREEZE
* Also see https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4344113/
Neurological models involved in emotional experience
Anterior Cingulate
Thalamus → to Periaquaductal grey
Ventral Tegmental Area
Bed Nucleus Stria Terminalis
Multiple circuits/Hypoth./PAG/Thal
Medial amygdala
Amygdala
Parasympathetic
Sympathetic
Amygdala → Prefrontal Cortex
Hippocampus (Low)
Fusifrom Gyrus *(Low) + Amygdala (High)
Insula (High)
RAS <> Multiple Cortical
Prefrontal > Nucleus accumbens
Dorsallateralpre-frontalcortex
Mid-cingulatecortex

31. Team resilience is
facilitated by leaders
who are sensitive to and
encourage the
COMPLEMENTARY
strengths of the team
Confidence Commitment Centering
Community
Compassion

32. Team Resilience (rapid growth in research)
◦ Pollock, C., Paton, D., Smith, L. M., &Violanti, J. M. (2003).Team resilience. In D. Paton, J. M.Violanti, & L. M. Smith (Eds.),
Promoting capabilities to manage posttraumatic stress: perspectives on resilience (pp. 74–88). Charles C.Thomas Publisher,
Limited.
◦ Stephens,J. P., Heaphy, E. D., Carmeli,A., Spreitzer, G. M., & Dutton, J. E. (2013). Relationship quality and virtuousness: Emotional
carrying capacity as a source of individual and team resilience. Special Issue: Building Ethical,Virtuous Organizations., 49(1), 13–
41.
◦ Alliger, G. M., Cerasoli, C. P.,Tannenbaum, S. I., &Vessey,W. B. (2015).Team resilience: How teams flourish under pressure.
Organizational Dynamics, 44(3), 176–184.
◦ Amaral,A., Fernandes, G., &Varajão, J. (2015). Identifying useful actions to improve team resilience in information systems
projects. Procedia Computer Science, 64, 1182–1189.
◦ Vera, M., Rodriguez-Sanchez,A. M., & Salanova, M. (2017). May the force be with you: Looking for resources that build team
resilience. Journal ofWorkplace Behavioral Health, 32(2), 119–138.
◦ Sharma, S., & Sharma, S. K. (2016).Team resilience: Scale development and validation.Vision, 20(1), 37–53.
◦ Stoverink,A. C., Kirkman, B. L., Mistry, S., & Rosen,B. (2018). Bouncing back together:Toward a theoretical model of work
team resilience.Academy of Management Review.
◦ Stevens, R., Galloway,T., Lamb, J., Steed, R., & Lamb, C. (2015).Team resilience:A neurodynamic perspective. In D. D. Schmorrow
& C. M. Fidopiastis (Eds.), International Conference on Augmented Cognition (pp. 336–347).Cham: Springer International
Publishing.
◦ Morgan, P. B. C., Fletcher, D., & Sarkar, M. (2017). Recent developments in team resilience research in elite sport. Current
Opinion in Psychology, 16, 159–164.

33. Team Resilience (OWLS)
◦ Bennett, J. B., Neeper, M., Linde, B. D., Lucas, G. M., & Simone, L. (2018).Team resilience training in the
workplace: E-learning adaptation, measurement model, and two pilot studies. JMIR Mental Health, 5(2), e35.
https://doi.org/10.2196/mental.8955
◦ Petree, R. D., Broome, K. M., & Bennett, J. B. (2012). Exploring and reducing stress in young restaurant workers:
Results of a randomized field trial. American Journal of Health Promotion, 26(4), 217–224.
https://doi.org/10.4278/ajhp.091001-QUAN-321
◦ Bennett, J. B.,Aden, C.A., Broome, K., Mitchell, K., & Rigdon,W. D. (2010).Team resilience for young restaurant
workers:Research-to-practiceadaptation and assessment. Journal of Occupational Health Psychology, 15(3), 223.
https://doi.org/10.1037/a0019379
◦ Bennett, J. B., & Aden, C. C. (2011). Team resilience: Health promotion for young restaurant workers.Young adults in
theworkplace:A multisite initiative of substance use prevention programs. 45.
◦ Bennett, J. B.,Aden, C., Broome, K., Rigdon,W. D., Petree, R. D., & Mitchell, K. (2010). Team Resilience Research
Report(Health Promotion forYoung RestaurantWorkers). Final Report to SAMHSA UD1SP11129-02-1.Available
fromOrganizational Wellness & Learning Systems, www.organizationalwellness.com.

34. Brief Exercise
◦ Confidence: Grit, Self-Efficacy
◦ Commitment: Perseverance,
Determination
◦ Centering: Calm, Stable, Poised
◦ Community: Team player, Maven
◦ Compassion: Empathetic, Helpful
Can you identify at least one
person on your team who
exemplifies the Resilience Quality?
(a unique person for each one)
What does
the team
need more
of?
1
Strength?
What would
they say
about you?
2
Opportunity?
3

35. Workshop Design (Kick-Off)
◦Tuesday (May 12): 7:00 to 9:30pm
◦ Introductions
◦ Setting Intentions
◦ Review Results:
◦ CliftonStrengths & EI assessments
◦ “Take-home” (COVID-19 Free) workbook
◦ Partner assignment
(30 minute meet-up before May 16)

36. Workshop Design (Full Day)
◦Saturday (May 16)
◦ Start at 8:30am
◦ Online using Zoom
◦ Mix of presentation, discussion, activities
◦ 15-minute breaks every 90 minutes
◦ One hour for lunch
◦ Finish by 4:00pm
◦ Highly encouraged to use webcam
throughout the day (See and Hear)
◦ Confidentiality Guidelines

37. Knowing
Strengths
Staying
Resilient
Emotionally
Intelligent

38. Strategic
Thinking Executing
Relationship
Building
Sustain Relations
(Influence)
PREWORK – Complete Strengths Finder, EI, and Resilience Workbook
Overall Model
Stress and Coping
Tools & Skills
Identify Your Well-
Being Lifestyle
Identify Your Coping
Response Style
Optimize Interpersonal
Resources
Navigate the Team
Environment
Emotional
Intelligence
Tools & Skills
Self-Awareness across
Different Domains of
Well-Being
Self-Management
in the face of Stressors
Social Awareness in
the face of Stressors
Relationship
Management through
the resilience process
TOOLS
Use Strengths in self and in team identify EI Skills for Resilience Across the Four Strength Domains
Tool 1 Tool 2 Tool 3 Tool 4
Personal Resilience
How do your strengths
support both a healthy
lifestyle and self-
awareness?
How do your strengths
help you respond to
and manage yourself
when stressed?
How do your strengths
garner support and
social awareness to
help with stress?
How do your strengths
help you manage
relationships
throughout?
Professional
Resilience
FINAL INTENTIONS, PLANS AND SHARING
OPTIONAL – ONGOING COACHING OR BIWEEKLY PROCESS MEETINGS
Strengths
Resilience
Emotional
Intelligence

39. • May 12
• May 16
• Bit.ly/OURSTRENGTHS
Knowing
Strengths
Staying
Resilient
Emotionally
Intelligent