Understanding Dynamics of Talent Themes - "Super Themes"

Understanding Dynamics of Talent Themes - "Super Themes"

by Dries Lombaard

The amazing online assessment tool by Gallup, namely "CliftonStrengths" (previously "Clifton StrengthsFinder"), has been my tool of choice for more than a decade, as a means for the accurate assessment of personal talent and potential.

Throughout this time, I have discovered many dynamic angles that can be applied when you analyze the 34 Theme Sequence of a person. 

In this blog, I will describe three terms that we use to help coaches identify dynamic interactions between specific talent themes.  These are "Super Themes", "Contrasting Themes" and "Complementary Themes".

Super Themes

We refer to two (or, in rare cases, more than two) talent themes that combine within a person's dominant themes (usually Top 10) as "Super Themes" when the two themes are:

• so similar in all their attributes (thinking, feeling and behaving) that you may find it challenging to spot the differences between the two themes;
• similar in their nature to the extent that there may only be one or two specific attributes that distinguish the two themes as different in nature; and
• enhanced strongly, with both a similar energy and need within each other.

For example:  Input and Learner.

People often ask what the differences are between these two themes.  They seem to be extremely similar in nature in the thinking, feeling and behaving patterns.  They also share similar energy and need patterns. Things like reading, studying, learning and sharing of knowledge are elements shared strongly by both themes. And furthermore, you very often find these two themes pair up in a profile - either both being stronger or both being weaker.

When studied more intently, one will see that there is one very clear difference between Input and Learner.  Input has a need and energy for information (gaining and sharing), whereas Learner has a strong need and energy for application, especially to obtain relevant and useful skills that can be applied.

When these two themes combine, like they very often do, they have a dynamic effect on each other that accelerates the energy and need in both - as if they are "feeding" off each other inter-dynamically. This causes Input to be stronger because of the dynamic relation to a strong Learner, and Learner to be strengthened by the dynamic strong influence from Input.

Another example:  Achiever and Responsibility.

These are extremely similar talents.  Both need to work hard, finish well and take on a lot.  Both love to be trusted with goals and responsibilities.  They have very similar energy and needs.

When you look closer, you will see that there is, however, a difference.  Achiever is mainly energized by clear goals and the regular achievement of tasks.  Responsibility finds its energy to deliver a task, completed fully, to someone, and then get feedback on it.  

For Achievers the mere completion is feedback - therefore they love making lists and ticking items off as they proceed.

Responsibility is much more personal in nature.  They want to know who needs something done, by when, and how exactly they need to be supported.

You can therefore come to the conclusion that the main difference between Achiever and Responsibility is the presence, or absence, of emotional drive within the execution.  For Responsibility, it is very personal.  They have a lot of emotion invested in the way they deliver and how they support, as well as in the feedback they receive. 

Achievers are less involved on an emotional level - for them it is simple:  give me the goal, and the deadline, and I will finish it. Done.

I often find that both Achievers and Responsibilities will work hard and finish well - but Responsibility will lie awake at night, wondering if they did everything as expected and if their work is up to standard.  Responsibility is not released when the job is completed, but only when someone releases them on delivery - most often with a mere "thank you".  Then they feel that their job is done.

So, you can see that when these two combine (as they often do), it creates an extreme executional drive towards achievement and delivery. Therefore this energy as a Super Theme combination should always be managed well.  

(For the management of these talents, refer to this article on Achiever and this one for Responsibility).  Also read this if you have a strong Responsibility talent. 

The "art" of Strengths Coaching relies a lot on your ability as a coach to spot the dynamics between themes.  Therefore I would like you to see if you can identify why the following themes are seen as "Super Themes" rather than mere strong complementary themes.  See if you can identify which specific characteristic separate these as two different themes.  

• Achiever and Focus
• Achiever and Competition
• Consistency and Belief
• Adaptability and Strategic
• Analytical and Deliberative
• Includer and Woo
• Command and Self Assurance
• Empathy and Individualization

Are there any others you could identify? 

All interpretations as well as the terms "Super Themes", "Complimetary Themes" and "Constrasting Themes" are that of the author,  acquired through years of Strengths Coaching experience, and it is not verified, acknowledged or  or scientifically tested by Gallup Inc, the developers and owners of the CliftonStrengths assessment. The Theme Names used, like "Achiever", "Responsibility", "Input",  "Learner" etc are registered trademarks and the intellectual property of Gallup Inc.  The author has no affilliation with Gallup Inc.

Most common challenges in managing any of the StrengthsFinder Talent Themes

By Dries Lombaard
Strategic Leadership Institute and NeuWorx Coaching

Over the past 18 months I wrote on each of the 34 Talent themes and some of the most common challenges in managing them well.  I took the insight from my experience through hundreds of sessions of Strengths Coaching over the past decade.

This is a very helpful resource for Strengths Coaches, leaders, managers or anyone striving to build more on your own Strengths.

My foundational principle for this series is as follows:  "A well-managed talent becomes a strength...but a miss-managed talent becomes a detriment."  
This very principle also forms the core of my Strengths Coaching sessions.  I never use the cliche that "your strength becomes your weakness", simply because I do not believe it to be true.  Your Strengths will never be your weakness because it will never weaken or drain you.  But, it may very well become your detriment...wrecking your dreams, relationships and even your health.

I believe the awareness of your Talents by understanding their contribution is a very small step in the start of your Strengths journey.  The real challenge is managing the patterns of thinking, feeling and behaving of each of the 34 Talent themes well.  I have witnessed countless of lives change with the knowledge and skill of well managed talents.  Only then can you truly claim it to be your Strength.  Otherwise is may well simply be your detriment...

Herewith the list of all 34 the StrengthsFinder Talent Theme articles on how to manage it well. Simply click on the one you want to read about.

I will also welcome any comments or feedback from your side - you are after all the expert on your own talents!


Enjoy!


Executing Talents:

Managing your Achiever
Managing your Arranger
Managing your Belief
Managing your Consistency
Managing your Discipline
Managing your Deliberative
Managing your Focus
Managing your Responsibility
Managing your Restorative

Influencing Talents:

Managing your Activator
Managing your Command
Managing your Competition
Managing your Communication
Managing your Maximizer
Managing your Self Assurance
Managing your Significance
Managing your WOO

Relational Talents:

Managing your Adaptability
Managing your Connectedness
Managing your Developer
Managing your Empathy
Managing your Harmony
Managing your Individualization
Managing your Includer
Managing your Positivity
Managing your Relator

Thinking Talents

Managing your Analytical
Managing your Context
Managing your Futuristic
Managing your Ideation
Managing your Input
Managing your Intellection
Managing your Learner
Managing your Strategic

The advantages of identifying and understanding your... Core Theme

We are starting a new series this week, all about the advantages of identifying and understanding certain Theme traits within your Top 5 Talents. Africanmosaic Talent Guides have been trained to assist people with the process of this identification and understanding. We strongly advise that you contact an accredited Talent Guide to assist you with this, rather than just trying to make sense of it on your own. The true power of this comes through a journey with a Guide.

Our first focus will be on your "Core Theme". You can also think of this as your "main Talent", your "strongest Theme" or as we sometimes refer to it, your "Funnel Theme".

Identifying your Core Theme:

An important thing to realize about your Core Theme, is that it does not necessarily follow the order of the StrengthsFinder Report. That means that your Core Theme is NOT per definition your Nr 1 Theme on your Top 5 Report. It could be any one of the Top 5 Talents. Identifying it is therefor a very practical exercise of self awareness and experience. The best way to do this is to ask the following questions:

• Which one of my Top 5 Talents are most visible in everyday life, both to myself and others?


• Which Talent will I never trade for any other one, because I will feel helpless without it?


• Which Talent gives me the most energy when I use it?


• Which Talent Theme out of my Top 5 will others use most to describe me?


• Through which one of the 5 Talents do the other four talents "flow"and become active?


• If I could describe myself by choosing one of my Top 5 Talents, which one will I choose?


• If you think of a "funnel", which one of the 5 will be at the spout (bottom) of the funnel, so that the other talents works "through" this theme in order to be active?

Although the identification of your Core Theme is a very personal exercise based on self awareness, it is very important that you will be able to describe and support your choice to a talent Guide. Sometimes we could be projecting and mislead ourselves within this process. It is also a good idea to get some confirmation by explaining and discussing this with people you know well, especially colleagues and people who see you "in action"often.

Understanding your Core Theme:

Your Core Theme has a tremendous influence on your Talent mix and dynamics. (To understand your personal talent dynamics, talk to your Talent Guide). Of the 5 "spices"that your Top 5 Talents adds to your mix, your Core Theme will mostly be the strongest and add the most spice and taste to your thoughts, feelings and behaviour. When under pressure, your Core theme will kick in strongest and drive your performance. Understanding this allows you to play to your strengths much more effectively and with more intention.

Your Core Theme also gives you a specific identity, in that it becomes your springboard for the way you approach problems and challenges. Knowing this gives you an edge.

Understanding how your Core Theme shapes your other 4 Talents (and, in the case of you knowing your Full 34, it shapes all the rest) to the extent that it becomes an important part of your decision making and interaction with others. The Level 2 Talent Guides (trained to facilitate teams), will tell you how important Core Themes become in Team dynamics and performance. Knowing your Core Theme, and embracing and celebrating it, therefor gives you and those around you and advantage for interaction and strengths based performance.

The other advantage of understanding your Core Theme and identifying it, is that it helps you with clear identity. Someone who embraces and celebrates their Core Theme will be outspoken with certainty, and therefor confirm it by saying "I am a Maximizer", or "I am an Activator", or "I am a Woo".

FAQ's on Core Themes:

• Can your Core Theme Change over time? - Yes, it can. This does not mean that it changes in every situation you find yourself in. But, the influence of different environments and seasons of your life could definitely have an impact on where your Core Theme will position itself in terms of your Top 5 Talents.


• Could your Core Theme be lower than the Top 5...like at nr 6 or 7? - Yes, but very, very seldom. The whole definition of a Core Theme causes it to be strong, which will place it within a Top 5 in nearly every case.


• Could I have more than one Core Theme in my Top 5? - Yes. It is rare, but your Talent Guide is also trained to help you confirm if this is the case. Then you should embrace that fact. It has an interesting dynamic if that is the case. You will then define it by saying "I am a Strategic Achiever", or "I am a Harmonious Relator". Your Guide will help you to confirm the order of these two talents in the definition.


• Does everyone always have a Core Theme? - Yes, although you might be in a space where you are unsure of what it is. Never force the identification. Give it a lot of thought and time if you are uncertain. This often happens when you are in a space where your environment are changing, like in a new job or when you have relocated. Never force the identification of a Core Theme. It will not help anything if you do not affirm and embrace it.


• Can I intentionally decide to change my Core Theme? - Not really. When you do that, it is more the skill of leveraging your strengths and playing to it in a specific situation. But you could give more attention to focusing on a specific Talent at any given time. This is actually more the art of talent Dynamics than it is changing your Core theme.

[Next time: The advantages of identifying and understanding your...Ignition Theme.]

- by Dries Lombaard, C.E.O. Africanmosaic.

Want to know more, or become a Talent Guide yourself?

Visit our website at www.africanmosaic.com