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Home > Gallup Called to Coach > Using CSF to Help Manage Change and Build Engagement- Called to Coach S6E9
Podcast: Gallup Called to Coach
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Using CSF to Help Manage Change and Build Engagement- Called to Coach S6E9
Category: Education
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Publish Date: 2018-03-28 11:29:47
Description: To learn more about becoming a Certified Strengths Coach at the Gallup Strengths Center: http://on.gallup.com/1i5OXhq. Gallup's Called to Coach is a live Webcast that targets current and prospective coaches to interact with Gallup experts and independent strengths coaches who have found success in strengths-based development. On a recent Called to Coach, we spoke with guest Roma Ahuja. Roma’s role has been to historically focused on helping multinationals develop their teams. Now, Roma’s focused on native professionals who are looking for new ways to develop their professional lives. She needed a tool to help her connect with her clients. Roma took CSF for herself as a tool to help reveal more instinctual elements of her clients instead of relying on more binary assessments. Roma had an immediate connection with her Top 5. Roma also felt an immediate correlation between what her Top 5 talents were and the work she was doing professionally. Though Deliberative gave her pause. By looking further down her list, she found that she was using Individualization and Maximizer to support Deliberative. Roma also had a colleague take the assessment and they found that her colleague’s high Executing theme profile explained a lot about how they worked together. Self-awareness expanded into team development One client of Roma’s was not feeling satisfied and was feeling she was not doing enough with her life. But also wanted to strike a work-life balance. Roma took her through a pre-CSF Love/Envy/Hate exercise. Her client then went on to take the assessment and unlocked the entire 34. The assessment resonated with her because she had recognized that by working remotely (as a strategy to strike the work-life balance) she was not able to connect as well with her colleagues and team, which was leaving some of her Top 5 talents unfed. Roma then used her Analytical to create a strategy to move her clients goals forward. Roma’s client also felt unsupported at home. So the client asked her husband to take the assessment. Since your business is built around talent aquisition, when do you introduce CSF (since CSF is not a selection tool)? We meet with the hiring manager who often tell Roma “We need talent yesterday”. “We’re not sure the hiring manager is hitting the right sweet spot.” Roma found this indicates that the hiring manager would often try to hire someone who looks like them. Strengths helps a person move beyond an emoticon of life. Huddling together and collaborating is what actually brings aha moments and makes accomplishments for people. How does your relationship extend after the initial engagement? Now when we connect, the language has changed. Our language is collaborative. Our first move isn’t to bring in tools. We learn each other and then we eventually bring in tools. The roadmap is through the tool. Roma uses the insight report to show how 4 Ideators look differently from each other based on the rest of their top 5. Which has changed the tune internally to the company.
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