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The Strength of
Our Strengths
Activity
Think of one word to describe what’s it like working with people
who are struggling to change
Allison Pollard,
Agile Coach & Consultant
Strengths:
• Input
• Intellection
• Deliberative
• Restorative
• Futuristic
Noreen Emanuel,
Agile Coach
Strengths:
• Empathy
• Relator
• Input
• Positivity
• Adaptability
Beginning of our Super-
Coach Relationship
Agile
Coaching
Competency
Framework
Discussion
What would
be lacking
without this
skill?
What does
it mean to
do this skill
well?
What’s
important
about this
skill?
Recognizing What Makes
You Different
If your super-coach magically
appeared, what would they
acknowledge about you?
What strengths would they see in you?
The Power of Using Your
Strengths
People who use their
strengths are
• 6x as likely to be engaged in their jobs
• 6x as likely to strongly agree that they
have the opportunity to do what they
do best every day
• 3x as likely to report having an excellent
quality of life
Using our strengths
influences others
• Others are inspired to be like us
• People seek us out for our strengths – we can bring
balance to teams
• We gain greater exposure in the organization and
make a greater impact
More transparent about our
weaknesses
• People often lack self-awareness about their
weaknesses because they are sensitive to negative
feedback.
• As people develop greater awareness and ownership
of their strengths, they are able to be more
forthcoming with their weaknesses.
• As people invest more in their strengths, they are more
inclined to exchange being "well-rounded" for being
extraordinary.
“Sometimes we're tested.
Not to show our weakness,
but to discover our strengths.”
Ingredients of a Great Coaching
Relationship
• Describe how you like to coach – which skills you use
most or want to use more
• Share your strengths and learn about theirs
• Explore how to work together
Thanks
Allison Pollard
Allison.Pollard@improving.com
@allison_pollard
www.allisonpollard.com
Noreen Emanuel
Noreen.Emanuel@gmail.com
@sweetnor

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Strength of our Strengths

Editor's Notes

  1. Write it down and... Hear a couple of answers and validate their feelings. Share our one-word descriptions – this is where we were a few years ago during transformation. Ask them to take the paper and fold it over? Or crumble it up?
  2. “I think you’re supposed to be mentoring me” Reviewing Agile Coaching Competency Framework together
  3. Light review of the whole model, talk a little more about the skills and where we are. Have them think about which skill they use most.
  4. Based on the skill they chose, partner or small group conversation – could group based on same skill
  5. Noreen went home and read about models Allison mentioned – introduction of StrengthsFinder
  6. Poll the audience
  7. Plus, people are more confident and more likely to achieve their goals
  8. Ask for examples from audience – how have they seen their strengths at work
  9. Once employees are aware of and take responsibility for their weaknesses, they must find strengths-based strategies for managing their weaknesses.
  10. Refer back to the one-word descriptions from the beginning?
  11. Partner conversation on coaching (mentoring) vs cloning