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Understanding and Investing in Your Includer Talent

Understanding and Investing in Your Includer Talent

Webcast Details

  • Gallup Theme Thursday Webcast Series
  • Season 4, Includer
  • Gain insight into the CliftonStrengths talent theme of Includer: how to invest in it, if it's one of your dominant talents, and how to develop it in others.

On this Theme Thursday Season 4 webcast, Jim Collison, Gallup's Director of Talent Sourcing, and Maika Leibbrandt, Senior Workplace Consultant, talk about Includer.

People exceptionally talented in the Includer theme accept others. They show awareness of those who feel left out and make an effort to include them. They are slow to judge or assume, and quick to invite.

Includer is at its best when they are able to increase participation and encourage engagement. Their roll can increase communication in whatever roll they have whether it's their own message or a message of someone else's. Includer can take a great message and make sure it is heard throughout a variety of diverse filters because they have the eye for diversity. Includer also creates opportunities for collaboration.

Do more by looking for opportunities to make people feel like they are part of a team. Look for more times when that is needed. Get involved with the communication of important initiatives. You can make sure that all voices and diverse messages are communicated equally effective. Do more by showing up on every level. Find avenues to people through social media, walking through the work floor, or having lunch in a new spaces to be where the people are so that you can vary your interaction.

Ask for environments where you feel like other people are also open to diversity and are inclusive. You will feel most comfortable in an environment where there is a celebration of people, an understanding, or an invitation for diversity. Understand that because of your tolerance that you might be the voice for others very quickly. You might also be the first to notice when someone is being excluded. Rather than taking offense to that, use that early awareness to be that nudge for others might need to understand how we can all benefit from openness.

Worry less about being a part of a single or well defined group i.e. a clique. You'll have meaningful relationships within this group but you're probably going to have rigid boundaries. You're likely not to have a single inner circle.

When working with someone with Includer, expect a sensitive radar for diversity. Expect an inline to different perspectives that you might not get without that person. It's that ability to bring in a lot of different people that can bring their voice to an idea. Expect a quickness to accept and invite. This might be so quick that and individual with high Includer doesn't even realize they are inviting. You can also expect a social adjustment. They can quickly accept a variety of people and meet them where they are.

Recognize times where someone with high Includer expanded the reach for a team. Recognize a time where they created hospitality or a warm environment. Get specific about habits or behaviors they display. Recognize how their talents encourage others to speak up or more voices to be heard. Recognize a time that they've done something for you and how they've been a part of your story.

Stretch someone with high Includer by adding the skills that it might physically take to include outsiders. Maybe this is a language, expertise, or access to what is outside. Set them up to be interacting with different groups. Help new team members interact with Includers very early in their experience. Their quickness to accept will make them feel like whoever was just hired was the right choice.

When partnering with someone with high Includer, ask them who needs to be included. That is where their insights lie so give them the space to talk about what they are sensing. They can share opportunities on how you can expand the circle of people wider. Partner with them by helping them clarify the social goals that you have. There's always a social goal to obtain whether it's increasing followers on social media platforms, more customers, or a targeted audience. Being clear about this will help those with high Includer bring the right people in.

If Includer is one of your Dominant Themes, invest in it this week through the following challenge items:

  • Help people's opinions in a group setting. Next time you are in a group, ask one more person how they feel out loud.
  • Name commonalities. Identify 3 groups that you consider yourself a part of. For each group, name what each one of those members share in common.
  • Promote the value of someone to others.

If Includer is not one of your Dominant Themes, invest in it this week through the following challenge items:

  • Join a group with people that share common interest but with people you don't know.
  • Names matter. Try calling each person at work by their first name or preferred name.

Learn more about using CliftonStrengths to help yourself and others succeed:

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