{"version":"1.0","type":"rich","provider_name":"Acast","provider_url":"https://acast.com","height":250,"width":700,"html":"<iframe src=\"https://embed.acast.com/$/6302e94f7c415b0012f7d6b7/671eec5c2a0f79a144f0276f?\" frameBorder=\"0\" width=\"700\" height=\"250\"></iframe>","title":"Setting Individual Expectations and Job Crafting","thumbnail_width":200,"thumbnail_height":200,"thumbnail_url":"https://open-images.acast.com/shows/6302e94f7c415b0012f7d6b7/1730079698782-a897f1e0-738f-4037-aaeb-0beb579f4b3d.jpeg?height=200","description":"<p>Understanding and clearly defining expectations is key for employees and teams to thrive. One effective way to achieve this is by revising and co-defining job descriptions with each team member. By incorporating Strengths-based discussions, we can empower employees to do more of what they do best. </p><p><br></p><p>Listen in as we explore how leaders and individual contributors can expand their conversations, job craft individual roles, align tasks with strengths, and change out annual reviews for professional development conversations. </p><p><br></p><ul><li>[1:30] \tJob Responsibilities &amp; Expectations:&nbsp;The stats</li><li>[3:19] \tThe problem with assumptions</li><li>[10:00]\tJob descriptions - review, revisit &amp; co-define often.</li><li>[19:18]\tYou’ve got the job, now what?&nbsp;Defining the ‘other’ expectations.</li><li>[22:16]\tCrafting Strengths-Based individualized job descriptions.</li><li>[28:53] Redefining team roles based on Strengths.</li><li>[31:24]\tLegally binding document?</li><li>[33:01]\tTips for Leaders. User manuals, review, redefine, provide clarity. \t\t</li><li>[44:05]\tAdvocate for yourself!</li></ul><p><br></p><p><em>[15:26 - 19:17]\tWe share an impromptu preview of a future episode on \"Professional Development &amp; Job Crafting\" -- does a good promotion always mean becoming a manager?</em></p><p><br></p><p>RESOURCES:</p><p><a href=\"https://www.gallup.com/q12/\" rel=\"noopener noreferrer\" target=\"_blank\">Gallup's Q12 and Employee Engagement stats</a> </p><p><br></p><p>YOUR HOSTS:&nbsp;</p><p>Jen Werner @ Jen Werner Coaching&nbsp;</p><p><a href=\"https://www.facebook.com/JenWernerCoaching/\" rel=\"noopener noreferrer\" target=\"_blank\">Facebook</a> | <a href=\"https://www.linkedin.com/in/jen-werner361/\" rel=\"noopener noreferrer\" target=\"_blank\">LinkedIn</a> | <a href=\"https://www.jenwernercoaching.com/\" rel=\"noopener noreferrer\" target=\"_blank\">Website</a></p><p>Jen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator&nbsp;</p><p><br></p><p>Chad Ahern @ Talent and Teams Consulting&nbsp;</p><p><a href=\"https://www.linkedin.com/in/cahern\" rel=\"noopener noreferrer\" target=\"_blank\">LinkedIn</a> | <a href=\"https://www.talentandteams.com/\" rel=\"noopener noreferrer\" target=\"_blank\">Website</a></p><p>Chad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical&nbsp;</p><p><br></p><p><em>The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup’s Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc.&nbsp;</em></p><p><br></p><p><em>Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved.</em></p>","author_name":"Thoughtful Talents"}