The Thoughtful Talents Show

What does it mean to have a "best friend" at work? And why is it so important?In this episode, we explore the significance of the 'Best Friend at work' concept as highlighted in the Gallup Q12 Engagement Assessment. As we share our personal experiences, we also look at the relevant statistics, and discuss key traits of a "best friend." We also provide insights on leveraging individual talents to find, foster, and nurture such friendships, and offer guidance for managers seeking to build supportive environments for workplace friendships.KEY MOMENTS00:29 The Importance of Having a Best Friend at Work00:54 Defining 'Best' in Best Friend02:17 Personal Experiences and Benefits of Work Besties05:04 Gallup's Research on Workplace Friendships15:25 The Role of Managers and Workplace Culture18:24 Balancing Personal and Professional Boundaries22:28 Leveraging Talents to Build Trust and Support29:51 The Four Needs of Followers33:14 Being an Advocate36:38 Encouraging Team Success39:33 Avoiding Managerial Bias47:35 Building Shared Understanding and Moments52:04 Final Thoughts on Workplace FriendshipsRESOURCES:Patrick Lencioni - Personal Histories exerciseGallupOriginal Employee Engagement research - "Best Friend at Work" (1999)2019 Employee Engagement research update - "Best Friend at Work" (2019)2014 Employee Engagement research update - "Best Friend at Work" (2024)Q10 - "Best Friend at Work" PDF resourceYOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 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. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved.

Feedback, similar to recognition, plays an essential role in encouraging improved employee performance. When delivered effectively, feedback works to unlock an employee's full potential. Unfortunately, many leaders and team members are using outdated approaches, and offering feedback too infrequently to make a difference.In this episode, we share data-informed approaches that can drastically improve your feedback -- and your results. We explore the importance of normalizing frequent feedback, the role our talents & strengths play, and why building a culture of peer-to-peer feedback is under-estimated but becoming more important into today's workplace. Feedback should go beyond simply resolving issues. Instead, feedback should foster an environment of continuous improvement.[00:00] Introduction and Feedback Sandwich[00:30] The Importance of Feedback[01:35] Challenges with the Feedback Sandwich[03:23] Effective Feedback Strategies[05:03] Planning and Intent in Feedback[07:33] Strengths-Based Feedback[14:42] Using Strengths to Improve Feedback[25:13] Strategic Thinking and Feedback[27:45] The Role of Influencing Themes[36:14] Effective Feedback Strategies[41:25] The Importance of Peer Feedback[43:46] Creating a Culture of Growth[48:25] Conclusion and Key TakeawaysRESOURCES:Pew Research Center -- on feedbackAdam Grant's adviceGallup - Feedback and RecognitionGallup - Give feedback like a coachYOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 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. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved.

Creating Meaningful Employee RecognitionRecognition plays an important role in engagement in the workplace. Getting recognition right will boost morale, while generic or incorrect recognition can lead to demotivation and disengagement. It is key to acknowledge individuals for their unique efforts. This personalized and specific recognition makes employees feel valued and appreciated. In this episode we draw on extensive research by Gallup, explore the analogous "5 Love Languages" model, and define the differences between feedback, praise, and recognition. This episode is ideal if you are a leader -- or teammate -- who wants to make your recognition frequent, specific, genuine, personalized, and strengths-driven. 00:00 Introduction: The Problem with Traditional Recognition00:35 The Importance of Recognition: Stats and Insights02:24 Personal and Meaningful Recognition04:15 Feedback vs. Recognition: Key Differences07:26 Implementing Effective Recognition Strategies15:15 Generational Differences in Recognition15:42 The Five Pillars of Recognition17:24 Personalizing Recognition: Tips and Examples21:42 The Role of Strengths in Recognition36:10 Practical Tips for Managers40:49 Conclusion: Moving Beyond Gold WatchesRESOURCES:5 Clues to TalentThe 5 Love LanguagesEmployee retention depends on Recognition (Gallup)Recognition and Generational similarities (Gallup)Redefining feedback w/ Recognition (Gallup)YOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 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. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved.

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. 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. [1:30] Job Responsibilities & Expectations: The stats[3:19] The problem with assumptions[10:00] Job descriptions - review, revisit & co-define often.[19:18] You’ve got the job, now what? Defining the ‘other’ expectations.[22:16] Crafting Strengths-Based individualized job descriptions.[28:53] Redefining team roles based on Strengths.[31:24] Legally binding document?[33:01] Tips for Leaders. User manuals, review, redefine, provide clarity. [44:05] Advocate for yourself![15:26 - 19:17] We share an impromptu preview of a future episode on "Professional Development & Job Crafting" -- does a good promotion always mean becoming a manager?RESOURCES:Gallup's Q12 and Employee Engagement stats YOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 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. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved.

Employee Engagement is crucial for success. Engaged employees drive profitability, productivity, and employee wellbeing. Organizations with high engagement levels experience lower absenteeism, turnover, theft, and defects.[1:00] Staggering Stats about Employee Engagement[4:35] Engagement, Wellbeing & Focus on Strengths[7:50] The trouble with disengagement[10:45] Satisfaction is not equal to Engagement[13:50] Setting Expectations to boost Engagement[17:50] A sneak peak at the role of Recognition[20:18] Strengths to boost Employee Engagement[29:10] What can Leaders do? Ask, Listen & Act![39:10] Leaders Engagement & Strengths Impact[44:10] Every Interaction is an Opportunity[46:00] Economic Engine & Professional DevelopmentRESOURCES:Gallup's State of the Global Workforce report Gartner's HR & Employee Engagement research Workhuman & Gallup Gallup's Q12 Employee Engagement assessment YOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 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. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved.

How do you integrate your work-life with your family, community, and personal interests? If you're a leader, how are you supporting your team members' work-life integration?Proper work-life balance - or integration - is crucial for professional success and personal well-being...and setting and maintaining appropriate boundaries is key. In this episode, we explore how understanding your personal values, talents, and needs is essential to establishing healthy boundaries. In doing so, you can find your desired fit for work-life integration.   [0:42] Defining values to set boundaries[2:11] Statistics about ‘Work-Life Balance’[5:38] The trouble with loose boundaries - What is balance?[8:26] Are you a Blender or Splitter?[13:33] Style preference & work boundaries[16:30] Personal examples of boundaries within strengths[21:31] Consider talent contributions & needs to create balance[27:00] Tips for Leaders & managers - Expectations & Workstyles[32:28] Trust, positive intent & recognition for boundaries[36:44] YOUR Workstyles, Values, Boundaries & EnergyRESOURCES:Blenders vs. Splitters (Gallup article)Leaders' Misconceptions about Employees schedules (Gallup article)Employee Wellbeing hinges on Managers, not Work mode (Gallup article)2024 Work-Life Balance Stats (HubStaff)YOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 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. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved.

Experiencing Burnout? Feeling useless, exhausted, cynical, and full of negative attitudes towards your job? Let's dive into what Burnout is, the ineffective methods, root causes, and preventive strategies.  [1:05] W.H.O. definition of burnout[1:58] Statistics and the impact on performance & health[4:43] Gallup research suggests ‘root causes’ of burnout & the chronic condition[7:50] Our half-efforts aren’t working, what does?[11:31] PREVENTION: Know your warning signs to catch it early[13:50] If your plate is too full the solution is not a bigger plate[16:00] Examples of CliftonStrengths® and burnout. Pause, pivot & reframe[20:38] Strengths in overdrive leading to burnout[26:00] Strengths leading to the burnout of others[29:30] Balancing act of Strengths - work that feels effortless vs draining[34:54] Tips for managers to considerRESOURCES:Gallup's selection of articles on BurnoutGallup's Prevent and Overcome Burnout Guide HBR article on measuring burnout isolve burnout research (2024) 2024 SHRM burnout research YOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 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. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved.

Trust is the number one need leaders must fulfill for their followers. Yet, research from Gallup and other organizations show more and more employees aren't trusting their leaders. So what can leaders and people-managers do differently, and how can they capitalize on their unique talents? Listen in as we explore the data, trust's importance, and offer our suggestions.  [0:34] The stats - Trust in leadership is faltering & how trust impacts employee retention.  [2:26] Uncovering behaviors of employees without trust, the impact on teams, and building trust with open, vulnerable communication.[5:42] Lead with positive intent - extend trust before you see the proof. The Trusted Advisor equation: Credibility + Reliability + Intimacy / Self-Orientation [9:45] The Speed of Trust by Steven M.R. Covey - exploring the intersection of strengths with the 4 core components of Trust: Integrity, Intent, Capabilities & Results.[16:40] Strengths Based Leadership - building trust with your talent themes [20:40] As a leader, building trust builds a good reputation, providing leeway to overcome mistakes. [23:18] What can leaders do differently? Extend Trust - Provide feedback often - Engage. The importance of an honest self-assessment. Watch for non-trusting behaviors. What talent themes do you have that can help you build trust as a leader?MENTIONED RESOURCES:  The Five Dysfunctions of a Team by Patrick LencioniThe Trusted Advisor by David H. Maister, Robert Galford, and Charles H. GreenThe Speed of Trust by Steven M.R. CoveyStrengths Based Leadership by Tom Rath & Barry Conchie Articles from Gallup:  https://www.gallup.com/workplace/473738/why-trust-leaders-faltering-gain-back.aspxhttps://www.gallup.com/workplace/258197/why-leaders-employees-trust-don.aspxhttps://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspxYOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 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. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved.

How can leaders help their teams be productive and engaged? In this episode we explore the importance of establishing clear shared team expectations and focusing on a singular key goal.Based on current research by Gallup, only 47% of people know what's expected of them at work. At the same time, research by TeamStage indicates that more than 75% of employees strongly agree that collaboration is essential for team and organizational success. So what can leaders do to bridge this gap?   [0:50] Stats regarding expectations, teamwork and collaboration.  [2:30] The importance of a singular goal and clear expectations. Defining the What and the How. Do our generational styles impact our mode of communication? What is our shared expectation of work styles?[9:20] Finding purpose in your work, understanding your why. Finding your personal motivation, how your why aligns with the organizational why.[13:00] Leaning on our Strengths to meet goals. Utilizing your unique individual contribution for the good of the team.[21:00] What leaders can do differently. The importance of a singular goal, taking time to understand the goal, your team, and creating alignment. [30:00] The importance of clear communication. Reflective listening and avoiding misunderstandings.YOUR HOSTS: Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen’s Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad’s Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical 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. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved.