Transforming Team Dynamics with CliftonStrengths

Sometimes, the hardest part of your job is to get your team to work effectively together. How do you improve team dynamics? If two people are not working well together, is it just a personality clash or is something else going on?

For example, I once worked with a CEO who didn’t get along with the CFO. My suggestion was to start with a CliftonStrengths assessment because it would help them learn how their different strengths could work together. Everyone has unique strengths, and when you can leverage those strengths, you can build an effective team.

In this case, a CliftonStrengths assessment revealed that the CEO scored high as Developer while the CFO scored high as Maximizer. These two can often naturally conflict with each other because of the way each is wired.

As someone who was very talented in the Developer theme, the CEO recognized and cultivated the potential in others. Developers “spot the signs of each small improvement and derive satisfaction from evidence of progress” (Gallup. https://www.gallup.com/cliftonstrengths/en/252224/developer-theme.aspx). If a person on the team performs exceptionally well, someone high in Developer will be satisfied. However, if another team member performs at just a good level, a Developer will work with them to improve and will be content even if the improvement is small.

But the CFO scored high as in the Maximizer talent. “People exceptionally talented in the Maximizer theme focus on strengths as a way to stimulate personal and group excellence. They seek to transform something strong into something superb” (Gallup. https://www.gallup.com/cliftonstrengths/en/252299/maximizer-theme.aspx). People with strong Maximizer talents will always want things to be better. For instance, the person who performs exceptionally well (maybe a 97 on a scale of 100) can always do better. Those with high Madimizer will want that person to become a 98 or 99, for instance. In other words, they want to transform something strong into something superb. 

So, you can see why the Maximizer talents might be in conflict with Developer talents. Developer talents focus on good to better while Maximizer talents emphasize going from better to best (though often best is only theoretical to most high in Maximizer!).

But more than just understanding how these two might be in conflict, a CliftonStrengths assessment helps everyone on the team learn to value the different strengths. While someone high in Developer helps on relationship building among the team, the one who is high in Maximizer will influence the team to strive toward excellence. They don’t have to be in conflict. Instead, they can leverage each other's strength to help the team. Over time, the CEO and CFO in my story leveraged their strengths to become an effective team.

Working with others requires collaboration. The more you understand your strengths and the different strengths others bring to the team, the easier it becomes to develop a healthy workplace. As a certified CliftonStrengths coach, I have seen time and again the importance of uncovering your strengths and learning to use them well.

The CliftonStrengths assessment is just one tool we use to help CEOs build an effective C-Suite. At Vibrancy Unlocked, we coach CEOs to thrive so they build a better workplace. And a better workplace will mean improved employee engagement and more productivity. Contact us at www.vibrancyunlocked.com.