Lately I've been getting requests for strengths programs on the topic of change. The conversation goes like this, "We've had so many changes lately, and more are coming—how do we deal with change according to our strengths?" And I say, "That's a great question, let's talk about it!"
Each of the 34 strengths deals with change in a different way. Some rush in, some hold back, some bring others along. The key to great change management is utilizing the strengths in a positive way.
By "34 strengths," we're referring to the 34 CliftonStrengths® of talent. Being aware of your talents, growing them into strengths, and aiming them toward your goals is a key to success in life and work.
We've already considered how the strengths may celebrate their birthday, do Disney World®, choose a baby name, and dress for Halloween. In this post, we share how they deal with change. As they say, change is inevitable, but what's not inevitable is managing change using your strengths. That takes intention.
Here's how the 34 strengths deal with change:
Achiever®: Don't want to be slowed down; show how the change will make them more productive
Activator®: Are able to act on change quickly; they will be eager to move so give timeline
Adaptability®: Are flexible and adaptable, they can create confidence that the change will be okay
Analytical®: Need to understand the causes and reasons for the change, give them time to consider the factors
Arranger®: Can handle change well, they need to understand the impact on all the moving parts they are juggling
Belief®: Can be stubborn if change interferes with personal or organizational values, show how change aligns with values
Command®: Prefer direct communication and room to speak up, don't like change being done to them if not bought in
Communication®: May be critical if change isn't communicated clearly, can be a powerful partner in shaping messaging to others
Competition®: Focused on exceeding past performance, show how the change will help to achieve goals
Connectedness®: Sees all things as connected, can help others see that change is a natural part of the story
Consistency®: May be resistant to the change's effects on current procedures, involve them in adjusting policies to the new situation
Context®: Likely to remember past changes and how they were handled, ask for insight into making it smooth
Deliberative®: May be very averse to change, give reasons and time to process the change
Developer®: Drawn to the potential in others and changes that help foster growth, will support efforts toward development
Discipline®: Used to order, structure, and routine, change may feel painful; help them to develop a new routine
Empathy®: Attune to the feelings and perspectives of others, consult them to understand how the change will affect the people
Focus®: May see change as a distraction from current work or goals, message the change as an advantage not an obstacle
Futuristic®: Is open to the possibilities of change, help them see the future vision of where the change will lead
Harmony®: Uneasy with change if it disrupts peace, can mediate between different parties
Ideation®: Open to change and new possibilities, good at brainstorming ideas related to the change
Includer®: Watching for who is left out of the message or who doesn't buy in, will want to know the benefits are for everyone
Individualization®: Will think about the change's effects on each individual, attune to who can play roles in the change process
Input®: Can gather information about the change process, will be valuable in sharing knowledge with others
Intellection®: Enjoy intellectual debate and conversation, give space to discuss the change and answer questions
Learner®: Open to change that brings a new frontier, have a special capacity for adopting new information
Maximizer®: Welcome change that improves quality and efficiency, can influence others to embrace change that delivers the best
Positivity®: Optimistic and hopeful about change, helps others see the upsides
Relator®: Enjoy working toward common goals, share the importance of unity and connection through the change process
Responsibility®: Are thorough and complete in their approach, they can help deliver a comprehensive change process
Restorative™: Open to change that fixes problems, communicate to them what is broken and how change will fix it
Self-Assurance®: Are naturally confident and secure, can help others feel the same in the midst of uncertainty
Significance®: Focused on making maximum impact, show how the change will enable greater impact
Strategic®: Spot options and selects the best path forward, probably knew a change was coming before it was announced
Woo®: Fairly comfortable with change, can socialize a positive concept of change among the people
Did we get this right? What are we missing?
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