When I was head of marketing for EnergyCAP, Inc., my job was to create qualified sales leads for the Sales team. Since I have a passion for publishing helpful content, my tendency was to focus on content. We published ebooks, case studies, blog posts, slide decks, and videos aimed at attracting and educating potential clients. But that was only part of our plan.
I haven’t written for a few weeks because for a couple of them, I was sick. It all started with some symptoms that looked like Lyme disease. I’m from Pennsylvania, which is one of those tick-rich states where Lyme is a threat. I went to the doctor’s office and he thought it looked like Lyme, so he prescribed an antibiotic called Doxycycline and ordered a Lyme test.
Last week I suggested that a sweeping strengths movement larger than we've ever seen could be coming. I defined strengths as, “your best means of contribution and contentment,” and wrote that few us have really tapped into the talents, traits, skills, knowledge, values, and more that are within us. And I commended us to seek humility as we seek our strengths.
We’re in the midst of an unprecedented strengths movement. Folks are eager to discover their areas of strength, and what’s more, they’re expecting to use their strengths every day. There are more laborers than ever before focused on helping others to use their strengths. And what’s more, technology around strengths is burgeoning.
The first time I observed a coaching session, it felt like peeking into someone’s bedroom. It seemed private and intimate, not my business. At the same time, it felt exhilarating to observe this person’s discovery and watch the insight unfold. Part of me wanted to look away, part wanted to look further; it was both sacred and beautiful.
Last time we talked about the benefits of creating a role and outcome statement for employees. Now let's talk about how to do it. Only 60% of U.S. employees strongly agree that they know what is expected of them at work, which leaves 40% guessing and the engagement level plummeting.
As I shared in "Giving Employees A Home," only “6 in 10 U.S. employees strongly agree that they know what is expected of them at work,” which drives disengagement in the American workforce (Gallup). Since clear expectations are critical for employees, our company has established a unique role and outcome statement for each position. Everyone from the CEO to the newest employee can access each other’s role and outcome statements.
The CliftonStrengths Summit has come and gone (sad) and we’ll have to wait for June 2019 for the next one. Since it was a strengths summit, I would be remiss if I didn’t reflect on how I used my strengths at the event itself.
The CliftonStrengths Summit is almost upon us. This will be my third one, and it’s always a bit magical for me, starting with stellar keynote sessions, awesome breakout sessions, plenty of networking opportunities, and memorable closing sessions.
We're wrapping up our three-part series of snapshots into the professional coach survey we recently conducted. First we talked about the coach by covering topics like the coach persona, stages of the coaching field, and the most important goal for 2018. Then we talked about coaching sessions with topics like amount of sessions per month, fee per session, and customer impressions.