Deleted
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Post by Deleted on Oct 30, 2013 12:54:37 GMT -5
This is the Gallup assessment where you answer over 150 questions and they spit out your top 5 strengths. Mine are:
1. Achiever
2. Ideation
3. Strategic
4. Maximizer
5. Relator
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vonna
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Post by vonna on Oct 30, 2013 13:08:48 GMT -5
Yikes! Over 150 questions? That would be way too much work. So, I'm guessing if I did, my top 5 would be something like: 1. Underachiever 2. Lackadaisical 3. Easygoing 4. Carefree 5. Procrastinator  |
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HoneyBBQ
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Post by HoneyBBQ on Oct 30, 2013 13:24:05 GMT -5
link to test?
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Deleted
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Post by Deleted on Oct 30, 2013 13:29:07 GMT -5
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swamp
Community Leader
THEY’RE EATING THE DOGS!!!!!!!
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Post by swamp on Oct 30, 2013 14:04:31 GMT -5
Did you write the book?
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Deleted
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Post by Deleted on Oct 30, 2013 15:27:34 GMT -5
1. Input
2. Responsibility
3. Maximizer
4. Harmony
5. Positivity
You can also do it through their Web site for $10. We had everyone in the department who wanted to do it get their scores. Interesting results- not unexpectedly for a bunch of quants we were big on Execution and Stratigic Thinking skills and lowest on Influencing skills. Relationship Building was 3rd. There were quite a few who didn't have anything in Influencing or Relationshp Building in the Top 5.
I found it a fun exercise, particularly if you can compare your results with others on your team, but they do spam you forever trying to sell more assessments till you get your e-mail removed from their list.
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HoneyBBQ
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Post by HoneyBBQ on Oct 30, 2013 15:39:26 GMT -5
I always wonder about those things. How accurate is self-assessment anyways? Seems like having someone else doing it on how they perceive you might be better.
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Deleted
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Post by Deleted on Oct 30, 2013 16:12:37 GMT -5
I always wonder about those things. How accurate is self-assessment anyways? Seems like having someone else doing it on how they perceive you might be better. There were 20 of us that took it and when polled by our facilitator, everyone said at least 3 of the 5 strengths were spot on. I think all 5 of mine were spot on. |
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Post by Deleted on Oct 30, 2013 18:56:39 GMT -5
Mine would be: 1. Pffffft. Too lazy and cheap to care!  |
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Post by Deleted on Oct 31, 2013 23:18:35 GMT -5
We are using the assessment along with workshops around the book "The Five Dysfunctions of a Team" to work on team improvement. The investment in time and materials is pretty low, so it won't take much improvement to make it worth the trouble.
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Post by Deleted on Nov 1, 2013 9:14:49 GMT -5
What I learned form some very expensive career coaching, and what I share with my team often, is "We all have different styles, strengths and weaknesses. It's OK. We all need to work together." The End. Exercises such as these do help a team see why there may be clashes in work styles or why they NEED to work with someone who's got complementary tendencies. I'll find picky grammatical errors and formatting inconsistencies in peer reviews that others won't, for example. Others are better at reasonability checks. You want both kinds of people working on a report before it goes out.
IMO, team problems happen when people don't understand these differences (you can't spell so you must be stupid) or when there are people who just don't share the goals of the department because they're lazy, clueless, don't want to learn, whatever. Those are the ones who need to change or leave. Right now I've got a group of people with varying degrees of introversion, rocket-scientist theoretical skills, picky grammatical skills, etc. but they're all highly motivated and want the work that comes out of our department to be the best it can be. That's what makes it a strong team. Morale improved considerably when we fired the one guy who wasn't on board.
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Deleted
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Post by Deleted on Nov 1, 2013 12:53:35 GMT -5
@athena53
and mature enough to see value in folks that are different than they are and have respect for those differences.
= good team.
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Deleted
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Post by Deleted on Nov 3, 2013 8:16:24 GMT -5
My team is in a tough spot because coming out of reviews last month, 2 members got bad reviews. 1 review is below meets, which means HR involvement and no compensation increase. The other was still a "meets" rating, but they got little compensation increase. They are both going into self preservation mode, which means working hard on their own work, but not interacting/helping the team. The guy with the worst review loves to tell everyone everything, so he is telling his sad story of management hate for him to the rest of the team. He is on a 30 day plan now. If he fails that, he moves to a 90 day PIP or he can choose a separation package.
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