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CliftonStrengths
Wrapping Up an Incredible 2019 CliftonStrengths Summit, Live
CliftonStrengths

Wrapping Up an Incredible 2019 CliftonStrengths Summit, Live

Webcast Details

  • Gallup Called to Coach Webcast Series
  • Season 7, Episode 25
  • Listen to a unique Called to Coach, recorded live at the 2019 CliftonStrengths Summit in Omaha, Nebraska, and find out about attendees' experiences at the summit.

On a recent Called to Coach, recorded live at the 2019 CliftonStrengths Summit in Omaha, Nebraska, we spoke with Mike McDonald, Beverly Griffeth-Bryant, Charlotte Blair and Austin Suellentrop, about Q12, their summit experience and learning, and the future of CliftonStrengths and the 2020 Gallup at Work Summit.

NEW: Below is a transcript of the conversation. Full audio and video are posted above.

Jim Collison 0:00

Hi, I'm Jim Collison and live from the CHI Center here in Omaha, Nebraska, this is Gallup's Called to Coach, recorded on June 5, 2019. [Cheers and applause!!]

Jim Collison 0:27

All right now you're just being sarcastic. All right, here we go.

Maika Leibbrandt 0:31

And we're done.

Jim Collison 0:35

Called to Coach is a resource for those who want to help others discover and use their strengths. We have Gallup experts and independent strengths, coaches share tactics, insights and strategies to help coaches maximize the talent of individuals and teams and organizations around the world. Of course, it will be a Called to Coach. We didn't say that. In today's special edition, we're joined by a crowd in person and the strengths community here at the 2019 CliftonStrengths Summit. And of course, we have you, we're online or around the world. We have you in chat. We are excited to have you here. Maika, welcome to this Called to Coach.

Maika Leibbrandt 1:06

Can you believe we're pulling this off?

Jim Collison 1:08

No, I can't. I can't. It's pretty great. Two years ago, we got the opportunity. I got the opportunity to sit in front of 1,000 of you, as we did this with folks -- Who was here for that?

Maika Leibbrandt 1:19

Yeah.

Jim Collison 1:21

Maika, what have you taken from this summit? What kind of we've done a lot of things here and this this year in the summit? What kind of things you've seen so far?

Maika Leibbrandt 1:27

You know, Jim, you mentioned this in in person here. So full transparency for folks joining us online, thank you. But what we said right before we went live was just a nice "Thank you" to those of people we get to meet in person who we normally only see through your screens. And that for me has been incredibly meaningful. I before I was part of Gallup, I actually had a career that I thought was going to be what I was meant for in broadcast journalism. And what the reason I left was because it was about storytelling, it was about doing great work and mission driven things. But I only ever saw the screen, I never saw the other side. And so my experience here as a consultant means I do get out there and I see the other side. But I forget, if you're joining us through our podcast, we're probably in your room and in your house. And you're really doing things with us all the time. We're actually not there with you. So today we were there with you, right? And it was just amazing to realize how much how much -- how seen we are, and how well that is being taken and being used out in the world. So I would say my main, some of the more meaningful moments that I've had is realizing how this message that we have that's so important to get out is getting out and the hard work is being done by you coaches and you enthusiasts who are here in the room and online all around the world. You're doing the hard work that we get to sort of sit in our comfortable home office, in my case, and talk about.

Jim Collison 2:46

Yeah, do we have any idea of numbers from from the summit? Did you did you get those in advance? Do we know how many but Abby what was the final number this year for everybody here at the summit? What number would we claim?

Maika Leibbrandt 2:58

Oh, 1,573.

Jim Collison 2:59

By the way, Abby makes this whole thing happen. Can we give her a huge hand?

Maika Leibbrandt 3:09

You know, we need to do so. I feel like we also should give Roy a shout-out for editing.

Jim Collison 3:15

Yeah, you guys don't know. But we got this incredible editor behind the scenes. You never see him. He never talks he's you just don't know. But Roy -- did he? Did he make it in here at all? Probably not.

Maika Leibbrandt 3:25

He's the Wizard of Oz. He's probably behind the curtain.

Jim Collison 3:27

He's probably editing this right now. But Roy, thanks. Let's give Roy a big hand as well for all that he does.

Maika Leibbrandt 3:34

So the other thing I was thinking is, maybe, Roy, since you're listening to this now in replay, which all of you can do. Maybe Roy could edit out just the applause and have it like be my ringtone for when you call me.

Jim Collison 3:45

Ooh. There you go. Maybe we can sell that as 99 cents on iTunes or something like that. Maika, we're really excited. We got some great, great guests coming up. So the goal of CliftonStrengths isn't just to help people feel better, right? We want to help them do better. Last fall, we hosted a new podcast series and hopefully you're tied into these things. But we did a new podcast series called Q12 for Coaches. And it was designed to help coaches move from to move the needle on engagement. We knew many of you knew strengths and we got a lot of feedback like, "What is this Q12?" And even though for us, we live it, we breathe it. We talk about it all the time. It's -- at Gallup, it's really important. Sometimes in the coaching community, we miss it. And so I met with with Mike McDonald said, "Hey, could you do this Q12 series with me? Can we put it together? We did 14 hours. I don't do you guys know we have 14 hours of learning for you? On q 12. Let's give a warm summit welcome to Mike McDonald. Bring him up.

Jim Collison 4:51

Mike, let's get you started as you get in there and get settled in Mike is the other, the other part of what we do on called the coach a lot of times. I spend a lot of time with Maika on Theme Thursday. Mike has been a very important part of what we're doing around a new series called Gallup Research for Coaches. And if you haven't picked that one up, we're going through all our reports and doing that as well. Maika, we've got some questions for Mike and I'm going to kind of throw it over to you. What do we want to know from Mike today?

Maika Leibbrandt 5:16

Well, I have so much that I want to know from Mike, basically every day, I just want to know what is in Mike McDonald's head. But right now we just I let's start just with your reaction as somebody who's been here at the close of a very big, very special event. Mike, what are some of your meaningful moments from the summit?

Mike McDonald 5:33

Well, so first off, most of my friends are imaginary. So this is wildly exciting, like to have human contact alone is just fantastic. But I will say it makes that Q10 Best Friend at work question really easy for me to answer. So that's my first takeaway is just how awesome that is. So that was funnier in my mind when I said it.

Maika Leibbrandt 5:51

But your imaginary friends are applauding.

Mike McDonald 5:53

I know they are!

Jim Collison 5:54

Wildly. Wildly at this point, Mike and I get the opportunity to share the same space in an office; his is literally just across a doorway from me. And so we get a lot of time together. Mike, as we think, you know, as we kind of think about how we prepare for for Called to Coach and some of the things we do, what's the preparation process that you use to kind of get ready for some of the things that we do?

Mike McDonald 6:15

Yeah. So what we're really trying to do is, and you'll hear a lot of bias come out, so get ready for that, coaches, a lot of bias but so I have Achiever and Input, and it drives me crazy. I'm getting some cues here tonight drives me crazy. We had this research that's sitting there. Coaching --

Maika Leibbrandt 6:32

This is also how we prepare for Called to Coach, it's 20 minutes of Jim Collison telling our guests, "Put the mic closer to your face!"

Mike McDonald 6:41

How much time do we have left? We okay?

Mike McDonald 6:45

But I love the fact that all of you can integrate and take the research we have and put it into such such tremendous uses all of our clients, right? So we've got I mean, we went through a recent list of topics that literally change lives in the world. We went through diversity and inclusion with Dr. Ella Washington, we went through performance development with Dr. Ben Wigert, we went through women in the workplace in to bring it's just like what you do with the top, with the full 34 reports, you bring that person to life through that report. What we really want to do is to bring that research to life through the lives of the people that we're coaching. So if we do it wrong, just like a strengths report, right? It's just dead pieces of ink on a lifeless piece of paper. But if we do it right, that research has a purpose to it, that we authenticate and actualize to our relationship and our coaching connection. So that's what so Jim, and when I get behind that, first and foremost, how do we actually bring that research to life, and then not to overwhelm or capsize the data, right? Because we have more than enough to just overwhelm and just drown a person if we want to.

Mike McDonald 7:44

But for that person, what are really the four points that matter the most? And how do we position those points for that person, so that it really impacts who they are? So we walk into every single one of these research series with four key data points. So we think, add the edge and the structure to what should happen in that coaching session. And so that's that's our intent, right? We just a simple outline, that how's that person create anchor points in their own life that they can cling to, right, that I know this to be true, and now I can realize it my own experience. So like, you'll hear a lot, a lot of that three-point tagline, Jim, the experiential, the emotional and the empirical, right? We just keep orienting ourselves around that cycle -- brings our coaching to life.

Maika Leibbrandt 8:23

Mike, you're so good at, I think doing that with our research, especially using it to tell a story. This week at the summit, you hosted two sold-out breakout sessions. Yeah, did you go to his session? Wait a minute, Mike?

Jim Collison 8:35

Mike McDonald fans.

Maika Leibbrandt 8:36

Yeah, yeah.

Mike McDonald 8:38

A lot of family in the crowd, a lot of lot of family in the crowd. So yeah,

Maika Leibbrandt 8:41

Stack the deck the deck, play to your strengths. It's all right.

Maika Leibbrandt 8:44

What I'm curious about you led one about that intersection between engagement and strengths?

Mike McDonald 8:48

Yeah.

Maika Leibbrandt 8:49

What can you tell us for our strengths enthusiasts? Our coaches? What do you really hope they know about how strengths and engagement work together?

Mike McDonald 8:57

Yeah, I think the biggest thing we talked about in terms of the core commonality between strengths and engagement in combination is that they both are held accountable to performance, right? And if we do them both together, the performance is accentuated. But think about the positioning of performance at the center of both of those. If you think about a metaphor of think about a fulcrum and a lever, right, I always think about this, if performance is at the end of this lever, at one end, strengths is at the other end. And in that fulcrum is engagement. And there's a sweet spot where that fulcrum should land where we get the maximum out of our strengths, and they yield at a performance on the other side. So I always think about our coaching conversations, where is the sweet spot of that person's effort? Do they know how much weight they can put on one end of the lever, whereas the positioning of engagement as it converts that effort, driven through strengths, all towards that right positioning of the performance at the center.

Mike McDonald 9:51

And if we always start with performance first, everything intuitively makes sense on the other side, so one of the metaphors I play out is, and you all hear this a lot, right? So many children when they first learn to walk, it's when they're not paying attention to walking, right? There's that proxy effect. I think performance can serve as a proxy in the best of that integration of strengths and engagement. So if we put performance at the center, and we're a team or a partnership, or an individual, we don't get so worried about am I taking my step? Is it this muscle or that muscle, I'm holding onto a ball, and I'm paying attention to the ball. And that's how, as a child, I learned to take my first step, our instincts take over, or I'm holding some other toy, but there's so much of that that plays out. And I think it brings out the best of that performance orientation, which unleashes strengths and engagement in a meaningful, purposeful way.

Jim Collison 10:40

Mike, Chris in the chat room is asking, "How did you come up with those four?" Like why four -- did we pick a number? Yeah, why four?

Mike McDonald 10:46

Just because we I just arbitrarily, we looked at that link to the conversation that we had available to us. And we felt like four was a nice entry and exit. And quite frankly, the four that emerged are the ones that we feel could be the most applicable. Right? So it's consistent with Q12. It's one thing to have the research and have the 12 emerge. And that's great that they explained the most of engagement, but they also are held accountable to they actually are local and actionable at the team level. And if they're not, quite frankly, we don't care about them because we can't do anything with them. So we're making sure that these data points are held accountable to the fact that these are those points that you can actually do something with to improve performance.

Maika Leibbrandt 11:24

All right. But you're also a manager yourself. What happens when questions come up that you know you can't do anything about how do you handle it?

Mike McDonald 11:30

Yeah, that's a great question. So again, because all of our coaching and this is what I truly appreciate about strengths and engagement, that orientation around influence and span of control. That's the separation of fear, and confidence, right? If I if I walk into a workplace where I have no influence, that's the most frightening place on this planet. And right now our workplace is that place, right? But when we have these conversations, and to your point, Maika, inevitably, feedback is what we want. But that feedback to me, sorts itself into two different streams. And if you're working with a team leader, or if you are a team leader, as you get feedback from your team, you want it all but routed into two different streams, the first I kind of categorize this as local. So what are the things that we as a team can absolutely do something with where's our quick wins, our momentum, the things that we absolutely dictate success. But inevitably, there's going to be things that maybe are more at the organizational level, could be vacation policies, could be sick days could be pay, all of those things. And so capture those, capture those and I call, I put those under a heading called leader. So I've got local and leader.

Mike McDonald 12:37

Now my job, I'm still the translator, I still have to own progress and pace around that as the manager as the translator between all those stakeholders. But I've never had more credibility than going to our senior leaders at Gallup, or, and I would encourage you with all your organizations, than when I can come to them, and with authenticity, say, "Hey, our team just had a feedback session. Here are the themes that came from that session. And maybe they broadly represent all of Gallup and maybe at some point in time, a "No" should be more of a slow "Yes." Or maybe that slow "Yes," maybe it's time for it to become a "Yes." And you get that critical mass of opinion that really does carry carry more weight. Now it's going to be a slower rate of progress. But the fact is, we're still claiming it, right, and we've got a dashboard, the Opinion Counts are ready to drive this thing on board. And the team has a confidence, they have an equity about the fact that their opinion just didn't go into the ether. It actually mattered. And I would contend when we think about Opinions Count, it's all about am I requesting? Am I requesting their feedback? But even more importantly, am I absolutely resolving the feedback? Doesn't have to be a "Yes." Doesn't have to I don't have to make all their wishes come true, but there has to be resolution, that opinion actually did matter in the request.

Jim Collison 13:44

Do you guys see why we have Mike McDonald on the podcast as often as we can? Like, I want to just hear him keep going on that. Mike, when we think about the future, because a lot of you folks here this week, we've been talking about what's coming. When you think about you and I and some of the things we're putting together for the future, what kind of what kind of, you know, kind of things would you throw out there to entice them to come and listen?

Mike McDonald 14:05

Yeah, have you guys heard about our new book, it's the It's the Manager, I just want to make sure to do a quick check. I just didn't know -- it's a pretty well-kept secret. So I think we should do a little bit more with that if I'm to be honest, but um, no, no, I love that. So we want to bring that book to life. So I did -- So as you think about our upcoming series of research and, and podcasts, I did script out an outline for what the next few months will entail. And we want to we won't go through every single one of the 52 chapters of the book. But you probably saw that they're organized around themes, right? There's a collective mindset about which of those research data points and positions actually assemble themselves around each other. And so we're really excited. Some of these people don't know that they're going to be doing these things yet, but they are, and they may be finding out right now. But we are going to absolutely bring that book to life. And so here's a couple themes that we're going to bring out through our research.

Mike McDonald 14:56

First off is this notion of strategy, you'll see that in the book. But we have a lot of research about the conversion of strengths and our coaching to sales and customer loyalty. So we want to hit that we want to hit that space and start thinking about what does that stakeholder group look like? And how can our coaching help make that connection directly. The other piece that we're really excited about is culture. So thinking about organizational identity, what's an organization's brand alignment with its purpose aligned with its culture. So get excited about that. We this -- so if you find Nate Dvorak, tell him that he's already been deputized, and he's in on this, but I haven't told him yet that he's actually going to do it. So this will be a good way for me to have credibility. There's some other things that we're going to bring out inside that culture piece. We talked a lot and heard some of the notions of fear in the workplace, right? Stress in the workplace. So we're going to get inside those topics, the gig economy, what does it mean to our coaching to people have these agile work arrangements around their lives? And how can our coaching authenticate that really accentuate that?

Mike McDonald 15:57

Employee brand is another one that we're I'm really active in thinking about the attraction of talent, the development of talent, and even thinking about brand ambassadors if the inevitable departure occurs, right? So how is that experience so profound in our coaching and our strengths that we can actually create a phenomenal experience, that person even upon leaving goes out and become our most outspoken advocate? And actually, that gets really exciting, because there's I'll just ping back on some data points, Jim, you know, so 60% of us would say that the primary reason we want to take a job is because we get the chance to use our strengths. It rivals the number one reason why people want that job. But then inevitably, and as quick as we can, it's like we fail with intentionality, because only 12% of United States workforce can say that their company does a great job of onboarding. So we get these people coming in at this high point, and then we just pull the rug out from under them as fast as possible.

Mike McDonald 16:51

It gets worse if I can make you feel bad, right? 41% -- only 41% go on to say that people in their organization who perform better, grow faster. I hope I've made you uncomfortable at this point, because I don't like saying these things like it's really awful. Now, let me put the cherry on top of this, you heard this some somewhat earlier on: 52% of people who actually left their organization say that their company or their manager could have done something to prevent them from leaving. So I hope you're seeing the opportunities that I see, for us some strengths and some coaching intersections there, for none of -- none of those numbers have to exist, right? And I, I don't want to indict organizations, because here's what's really tragic, they're actually trying really hard, like they are actually trying with everything they have. And these are the numbers that are the other side of that story. So we have a chance with our strengths and our coaching to completely resurrect that, completely reconstruct that in all the way that's right for that person. I don't mind if somebody leaves their company, if they left a great job for an even better job, that's the story we should be telling. But unfortunately, that's just not the case.

Jim Collison 17:56

So we've got some depressing things coming up. Is that what you're saying, Mike?

Mike McDonald 17:59

Well, yeah, exactly. I'm just on fire right now. Can there be a silver lining in this cloud? Is it possible?

Maika Leibbrandt 18:05

I have a silver lining. Jasmine from New Zealand says, How can I find more resources from Mike? So, there's a book that he's referencing right now. So keep your eyes open for more podcast opportunities, right?

Jim Collison 18:05

I don't know, Mike, we are super excited -- go ahead.

Mike McDonald 18:21

Absolutely. Absolutely. Yeah

Beverly Griffeth-Bryant 18:23

I have.

Jim Collison 18:23

Mike, thanks for taking the time to come up and be a part of this live Called to Coach. Why don't we thank Mike for his time up here. We are excited for our next guests. And we wanted to spend some time not talking to just Gallup folks, although you'll hear from a few. But we picked some coaches as well. And Maika's walking away. But she is going to pull Beverly up to be with us. And so let's welcome her to the platform -- a little bit more, maybe. Come on now. You got this! Now Beverly, you've been on the podcast before.

Jim Collison 19:09

You have -- Is this? What do you think, better? worse?

Beverly Griffeth-Bryant 19:12

I do! Cause usually I'm in Chicago when I'm talking to both of you.

Beverly Griffeth-Bryant 19:12

I like this!

Jim Collison 19:12

You like it?

Jim Collison 19:15

Yeah. Yeah. Maika, why don't you start with some of the questions we have.

Maika Leibbrandt 19:19

Beverly, we -- well this is a little bit like all-star week for Called to Coach. Thank you for agreeing to be up here. This takes a lot of courage. Although I think for you, it might just be something that totally ignites you. How do you feel about doing this?

Beverly Griffeth-Bryant 19:31

I feel excited about it. I was surprised. So thank you. Thank you for having me.

Maika Leibbrandt 19:35

So if you don't know her face already, Beverly Griffiths-Bryant is one of our certified coaches. She's a training specialist, she works in an area that of a workplace that you might not think is quite as quick to pick up on strengths. Can we say that -- is that fair?

Beverly Griffeth-Bryant 19:48

That is absolutely true.

Maika Leibbrandt 19:49

So she'll tell you a little bit more about what she does when I ask her to here in a moment. But I just have to tell you specifically what I love about you, Beverly, is your energy of "We can do this. And we are meant to do this." So thank you so much. The reason that we chose Beverly to join us is she's got a fantastic story of maybe being, I don't know, a couple miles couple kilometers ahead of the rest of us in our strengths journey as somebody who's really trying to implement it in the U.S. government. So, Beverly, can you tell us just a little bit about yourself and your job and how you use strengths.

Beverly Griffeth-Bryant 20:21

So I work for the U.S. bankruptcy court. It is in Chicago, downtown Chicago, I've been with the federal government for 30 years, and I have been a Training Specialist probably for the last 25. My I'm paid to be a Training Specialist. But I did a little job crafting over the last 10 years. Just a little bit. So in 2007, our court decided to become a strengths-based court unit. And so I took my StrengthsFinder, I got my results, they leaped off the page and said, "That is you!" So my Top 5, by the way, are Includer, Strategic, Belief, Positivity and Maximizer. The court decided to make that a part of their everything that we did -- strengths was a part of everything we did. And I took the helm. And I just ran with it. I started doing training sessions, I insisted that I be certified, I got certified twice, by the way. And not because I had to. The first time I got certified -- so let me clean that up before I get booted off the stage! All right, so the first time I got certified, my organization couldn't afford to pay the fee for a certification through Gallup the corporate. So me I found a half-price Gallup Faith division would certify me for the same material just for a cheaper price. I used my training funds and put half of the other end of my funds. And I became certified as a Strengths Performance Coach. Unfortunately, I didn't do all three levels. So somewhere around 2015, I wanted to go to the next level in my coaching. So I found out that I had to start all over again. But I was thrilled to do it because I had another class. The class was phenomenal. It was in Chicago, I've met a lot of people, yes. And it's been phenomenal. It's been a run ever since.

Maika Leibbrandt 22:18

Excellent. So anybody else ever been certified as a Strengths Performance Coach -- we call this "back in the day"?

Beverly Griffeth-Bryant 22:25

Back in the day!

Maika Leibbrandt 22:26

Yeah, a couple of you. Excellent. If you're curious about this, it really isn't something Gallup offers anymore. So that means you are like the

Beverly Griffeth-Bryant 22:36

effort to listen. Yeah, you

Maika Leibbrandt 22:38

add that to your title, my friend. The reason that we moved away from this really because is the conversations that people need to have with a certified coach are deeper and different. And so it's not it's not really apples to apples, but I'm just so thrilled. My my second week at Gallup, I was certified by Sherry early concurrently failed as a strength performance coach as well. So thank you for using this to build your credibility, Justin, how long she's been on this journey, how much she really does know, Beverly, when you think back to where you started, to where you are now, within within strength in your workplace, what got you here,

Beverly Griffeth-Bryant 23:11

it was persistence and consistency. I have high Belief and Maximizer are probably the two of those work together a lot. I decided that this was a wonderful thing for not only my court unit, but for the judiciary across the country. So I decided that after I became a certified strengths coach, I would begin giving national workshops every year, every year bar none. I had a workshop, more and more people started to come to those workshops, more and more people got to know more about CliftonStrengths. I will say now, the thread across the country is has started weaving itself. It has really started weaving itself. I get emails and phone calls, quite often. And I think one thing that had an integral part in that is that you have Theme Thursday, we have Talent Tuesday, and it is via WebEx. And we connect and I didn't notice until about two weeks ago, somebody is writing an annual report. So they said Beverly, how many people do you reach with your Talent Tuesday? And I said, I don't know. Let me look at the mailing list. I looked at the mailing list, we have 11 circuits across the country and the federal courts, we have at least one or two people in every circuit 11 circuits across the country. I was blown away. I was blown away. Didn't realize it.

Jim Collison 24:36

Beverly, we have this question from the chat room. It says how do you combine strengths when training cross-culturally, and maybe even the government? I mean you've got some restrictions there, and then maybe some overhead that could stop you from doing things? Maybe talk a little bit about that?

Beverly Griffeth-Bryant 24:50

Okay, so yes, I'm paid to do training, and for the roles of the people doing the court. But this, most time when I have a training class, I don't care what the class was about somehow or another strengths just weaves itself in there, you know, even if it's, um, how a student is receiving the information that they're getting, or how they process it in their mind. And so because they're aware of their Top 5, well, they have a full 34 and our court unit, I'm always bringing that up. So I think I'm just the person that's going to always bring it up no matter where I am.

Maika Leibbrandt 25:27

She does what she does best, right? You don't try to reorganize it, just do you. Right. Some love from the chat room. Nate says loves the ripples you're making. And a question from Jessica. She says what would you say is the level of engagement with leadership?

Beverly Griffeth-Bryant 25:40

Leadership, my manager, by the way, she's gonna get my free book that I just got. It's the Manager. She is a she. But no, that's actually a compliment to her.

Maika Leibbrandt 25:51

It's not like when my husband gave me a vacuum?

Beverly Griffeth-Bryant 25:54

No, no, no, no, no. Actually, my manager, she came on board in two 2000 2002 or 5. And so 2005, my manager from day one, the first conversation she had with me was Beverly, what do you like to do you know, just about me. And I told her about my dream. My dream was one I wanted to become a certified strengths coach. I told her that I also wanted strengths to be weaved into the federal government and to the judiciary. And it becomes a normal program for anybody who is employed as a leader, as a line staff, whoever, that's my legacy that I will go down fight for before I retire. And so she's a great manager. So when I'm giving her the book, it's it's really a compliment to her. Because every time I say, Okay, this is what I'm thinking. She says, Okay, go off and do it go off. And so she has really that trust, that compassion always given me hope always encouraged me. So she's a phenomenal person, the leadership on a whole. I've never had a problem with leadership, as about back in the early days, they always backed me. They've always backed me. I don't know.

Maika Leibbrandt 27:06

Would you not? Would you dare not back Beverly?

Jim Collison 27:13

just scribble on the book -- and you're a great one! Yes. It's the Manager, and you're a great one. No, I think there's a great opportunity for some recognition in that, by the way, yes, of saying, Hey, here's some great information to help us together in that and that the way that book is put together, I think it really can provide some great short vignettes for some discussions, yes. To be had. Beverly, when you think about the work that you do in the court system, but if you were to look outside of that just kind of outside of the work you do how else does strengths, kind of how else do you work with strengths outside of the job? Are you in? Are you incorporating that other places and how?

Beverly Griffeth-Bryant 27:49

Absolutely, so this year has been my word for the year is clarity. And, and I guess when I said that I didn't realize just how much clarity I was going to get this year as a coach, but I've had friends of mine call me as a matter of fact, about three months ago, I had an employee call person call me, she had quit her job, it just had become a very stressful, dysfunctional situation. Her family had a session with her and came together and said, Look, you need to quit that job because it's making you you know, ill, right. So she asked me to coach her. And usually when we coaching a person it is to you know, inform them of their Top 5, you know, how do you want to use that in the future. She told me on the last coaching session that we had, she said, I am thankful for this coaching session that you've had with me, because it made it all right for me to quit this job, and then go find me something that I'm really enjoy doing. She said it just it just made me all right.

Jim Collison 28:50

Beverly, what else did you get out of the summit this year, as you think about what I mean? And I know it's hard maybe to find one thing but if you were to think about a highlight from the summit for you this year, what was that?

Beverly Griffeth-Bryant 29:00

I like? I was gonna say something different if you had asked me before my last session today, but the last session that I had today was from Mary Lanning hospital, relating healthcare. Yes, Mary Lanning healthcare, their journey sounds so much like mine. And that got a lot of great nuggets from them in regards to Q 12. And StrengthsFinder. So that was really a good thing. Many things. I think about my early days, and hearing their story. It's really just, you know, the culture that you're in. And so you just get creative and you just move forward and what works you continue doing if you have to tweak something you just do.

Jim Collison 29:44

Very good. Very good. Beverly, thanks for coming up is a big risk to do this. But thanks for coming up. Let's give Beverly a hand.

Jim Collison 30:00

Hey, Maika, I think I'm gonna a call an audible. Would you be all right with that? Before we bring Austin up?

Maika Leibbrandt 30:05

You want to dance Is that what it is?

Jim Collison 30:09

Well, let's I'm gonna I'm gonna pull an audible, I'm looking at my good friend over there, Charlotte Blair. And and I want to see if you'll come up Charlotte, and let's give her a hand if she comes up.

Jim Collison 30:25

Charlotte, welcome to to Called to Coach.

Charlotte Blair 30:28

How exciting is this?

Jim Collison 30:31

I didn't catch a word of that.

Charlotte Blair 30:34

He says that to me every time just to annoy me. He pretends he can't understand me or him.

Jim Collison 30:39

Where are you from?

Maika Leibbrandt 30:41

Iowa. Yeah.

Charlotte Blair 30:42

So I've come from Australia, but I'm originally British. So I like to throw the Americans -- they never quite know where I'm from.

Jim Collison 30:42

She's always correcting me on my English. And that's okay. Charlotte, tell us a little bit about yourself. From a coaching perspective, what kind of things are you doing right now?

Charlotte Blair 30:59

I'm glad you added that bit. Otherwise, you would have got my life history. From a coaching perspective, I'm from a company called the Strengths Partners. I've been accredited probably about five years now. I was telling Austin and Mike. Earlier, I first came across strengths when I was at Verizon, who use it quite extensively. And I realized that my mission and purpose in life was not to be a great it salesperson, it was actually to, you know, help others and make a difference. So you know, I'm loving taking it to teams and organizations and disrupting the workplace.

Jim Collison 31:30

And I think I know that you've done a little bit on your own, you've done something in corporate, you've kind of maybe a little back and forth on that and in the work, but what do you find most rewarding? What do you really in in your coaching sweet spot? What do you really like to do?

Charlotte Blair 31:42

I really like to work with teams within organizations. So I often say to people, I don't actually really care who pays me, as long as I get to do what I love. And I get to make a difference. So you know if that is within an organization like Mercer, great, if it's actually out of my own, that's fine. But I really like working with the team. But I think my mission this year, or the rest of this year, moving forward is to try and find a way to collaborate with other coaches. I don't dislike one on one coaching, but the teams gives me the energy and the passion. But I work with a lot of other or I know a lot of other coaches that love doing the one on one. So how do I create a space where we can collaborate, I give them the opportunity to do one on one, I get the opportunity to do the team stuff. And you know, if they have the opportunity to do team stuff as well, then that's great. So that's something I'm looking at trying to create,

Jim Collison 32:31

Let's do a little poll, let's do a little because I know this company that does some polling. So let's do a little poll. If you we think about your favorite kind of coaching, you know, you do a lot of different but Charlotte as we were talking to you, and you said you really like teams, and let's say so I'm going to talk about individual teams and executive coaching. There's a lot of other kinds in there. But I just kind of want to get a feel for what you really enjoy most. So how many of you by just cheering us do individual individual coaching? Let's hear from you? Nice job. No, it really did. How many of you like team coaching? Very nice. Executive coaching? Okay, so he wrote this book called, It's the Manager? Yeah. It's, it's kind of it's interesting. Oftentimes, as we think about those different styles, we hear from you, in in all three of those take a little bit different of an approach, right to the kind of coaching that you do. And so Maika, you and I, as we think about resources, surely you can, you can kind of weigh in on this. Sometimes we hit it with the individual, or sometimes we hit it with the teams, and sometimes those don't, or executive, I don't know, if we spent a lot of time talking about executive coaching. But Charlotte, from a resources standpoint, I mean, when you think about some of the things we provide for you, what do you consume the most of what is the what's the best that we do right now? This sounds very self serving,

Charlotte Blair 34:00

I was gonna say you're saying this, because I know, you know,

Jim Collison 34:03

I kind of do. What I mean, what's really helpful to you?

Charlotte Blair 34:08

What's really helpful to me?

Charlotte Blair 34:09

So I try and package up when I when I sell to clients, and yes, I do executive coaching. So when I'm doing teams, invariably, yes, I'm coaching with the executive as well. I try and package it up where I sort of, you know, give them the tools through through Gallup through cascade, I try and make sure that I give them things like the manager resource guide as well so that they can understand how do I coach somebody that's got themes that are different to me. But after every single session I do I follow up with an email and I recommend my clients listen to their Theme Thursday, or, you know, start with your own Theme Thursday, maybe listen to the Theme Thursday for somebody else who has a theme that's really different to yours. And I was telling Mike earlier when I was working with the Q12. I then also in the sessions, we were doing Q12 and strengths. I suggest that the and they were all managers, so they were all executives that in the team training that they had to break away and listen to, you know, q1. So you know, what are you taking away from, from what you're hearing from Mike and Jim on Q1? What is the dominoes, and I'm not going to do it as well as Mike does it. But the empirical, experiential and the other one, emotional, thank you. Yeah. What are those key takeaways and then they have to come back and share it with the rest of the group. So it's a different way of kind of learning it. So you know, you got you guys for free. Give us so much resources. So you know, why not leverage it?

Jim Collison 35:37

Thank you.

Jim Collison 35:37

We're here at the Strength Summit, we've had two guests and we haven't asked Top 5. Somebody in the chat room said hey, what's Charlotte's Top 5? So what are your Top 5?

Charlotte Blair 35:48

I was gonna say they could probably guess what my Top 5 are.

Charlotte Blair 35:51

So my Top 5 are Activator, Woo, Command, Arranger and Positivity. But I'm so much more than my Top 5. So I'm Responsibility, Communication, Maximizer, Significance, Self-Assurance and Futuristic are my dominant talents.

Maika Leibbrandt 36:07

Love it. So that might answer my next question. But I am Charlotte, first of all, thank you for everything you do to lead this community you are one of our more involved and just so courageously are there always to jump in and guide? There's a question right now, that isn't quite my question. In the chat room from Irv, he says you have any opportunities to shadow a more experienced coach. And I feel like you do that you offer that even even just in the way that you interact with all of us in the community. So thank you. Now my question. You came around the world to Omaha, which I love. But that's a long journey. A lot of our coaches are asked why strengths? Why would you do that? I can think of very few things in my life that would encourage me to pack that many suitcases drive, fly, and really just move all the way around the world for something. So what was it that made you get on that plane?

Charlotte Blair 36:58

Well, this is my fourth summit. So I've done it four times. And I'm not high Competition, but I do actually sit there and work out and go. So Mara from Johannesburg, actually, I've come further than Mara, Johannesburg. So I often say maybe it's being high Woo, I cannot put a price on what I get from the networking. So you know, even if I go to a session, I go, Okay, I didn't quite get what I wanted from that session, I cannot put a price on the connections I make the people I meet every year that I come I deepen the connections with people, you know, sometimes, you know, Dion Amaro from Sydney, you'd think that we're in Australia, we would see each other on a regular basis. But actually, we don't it's typically we come here and we see each other but we deepen those relationships. So for me, I can't put a price on on that. But it's them walking away, you know, super inspired as well. So doesn't matter where you move it, I would always, never going to move it. But wherever it is, I would always come and and that was something that even before you set up the accreditation in Sydney, I was going to come to Omaha to do the accreditation. But luckily they set it up in Sydney. But I always try and make sure that I maximize the time. And do a course while I'm here as well, so …

Jim Collison 38:12

I'll use this to that this we you said Sydney to put a plug in for Called to Coach we get all the time in the Facebook group or in the groups like, what are some great examples of great coaching are some things that, you know, they want to hear from other coaches. And I don't know what's going on in Australia right now. But some of the best interviews I have done around that topic of coaching is coming out of Australia. And so -- come on Australia.

Maika Leibbrandt 38:38

Look, Australia's right there.

Jim Collison 34:09

Some of the best stuff I'm hearing is coming out of Australia. Let's hear that again, come on. [Cheers and applause] Some of the best stuff I'm hearing is coming out of the United States. [Cheers and applause]

Maika Leibbrandt 38:56

There is an incredible community of coaches from Japan. [Cheers and applause] They brought 20 folks here from Japan.

Jim Collison 39:06

That's great. I know we got some South Africa folks as well. Is that true South? Oh, just

Charlotte Blair 39:10

and some British so I mean, that's the thing. It's a global movement. And that's what I love from you guys are making it … making it

Maika Leibbrandt 39:19

Way to go, Charlotte

Charlotte Blair 39:20

gonna go every country.

Jim Collison 39:39

Not every but how about how about the UK or Europe? Let's just put Europe in there, Europe. I really expected but anyway, I really no, how about India, India? No, they all went home. Yeah, we … Or they're just being very polite

Maika Leibbrandt 39:40

Southeast Asia, Southeast Asia. Thanks. Thanks. You know, it's really big. It's amazing

Jim Collison 39:45

United States. It's home field advantage.

Maika Leibbrandt 39:50

Thank you. Now we're just having fun. We have worked to do.

Jim Collison 39:50

Charlotte, a takeaway from the summit. What was your what's your best takeaway?

Charlotte Blair 39:50

I think the best takeaway from for me is, is that disrupt piece, my favorite session was actually the one that Stephen Shields did around the diversity and inclusion, and that bit about being courageous. And I think my Command has always been a little bit, you know, courageous, and it's that it's okay to do this. And which of your strengths can you tap into to be that disruptor? So, you know, I think that's my, my takeaway is, it's okay to disrupt.

Jim Collison 39:50

Charlotte, thanks for I did not I honestly did not tell her she was doing.

Charlotte Blair 40:31

He honestly did not. But I'm absolutely thrilled.

Jim Collison 40:33

I just looked and said, Get up here. And so Charlotte, thanks for coming up. And let's give her a round of applause.

Jim Collison 40:49

We kind of want to round out our session this afternoon with kind of a newcomer to our group. We've done a couple Called to Coaches with them, but he's going to be hanging with us for a while kind of taking on the business of strengths. And so let's welcome Austin to the platform.

Austin Suellentrop 41:08

This is cool. pretty great. So I'm right now I'm sitting here looking at the crowd and like the only thought in my head is the old Saturday Night Live skit coffee talk. Any of you are familiar at all? Like I just anyways, that's a glimpse inside my mind. So anyway,

Jim Collison 41:24

Now you know the inside mind of Austin. Austin, let's get to know you -- Top 5?

Austin Suellentrop 41:24

Communication, Activator, Futuristic, Belief and Positivity. But I too am far more than just my Top 5, Strategic six, Woo seven, Empathy eight, Adaptability nine and Maximizer 10.

Jim Collison 41:46

Austin, you had the privilege, the daunting task of coming on Called to Coach and yeah. And you kind of went through the strengths-based culture material that you did a little bit about. You've got some passions for the strengths community. This is one of those things when honestly came on. I didn't quite realize just how passionate this guy was about strengths. And so, Austin, give us a little bit of insight. I mean, where's this passion come from? Maybe a little bit of your background as well?

Austin Suellentrop 42:11

Yeah, absolutely. So high Belief, right. So if it's in alignment, man, I'm all for it. So I was exposed to strengths. Actually, six years ago this week, I was in our Riverfront campus

Maika Leibbrandt 42:24

I think we call this your Strengthsiversary!

Austin Suellentrop 42:27

It is my Strengthsiversary. Six years ago, this week, I became a certified strengths coach, I had the distinct honor of having one of those life changing four and a half day experiences, right. So Mara Hoogerhuis taught a class with mentor of mine Curt Liesveld, which many of you should know Curt, living on in spirit through all of his great content. And so I remember breaking down on the Wednesday of class, and just losing it. And just like crying and sobbing in front of the whole class as I had like that life epiphany of oh my gosh, like, I'm okay. Like, I'm not wrong. And my whole life, I've been told that was right. And so um, it was funny, I was talking with somebody earlier today. Communication being what it is, I've always just spoken off the cuff, I've always figured out how to talk to people and figure it out in the moment. And my entire life to that point, I had been told to fight that to be quiet to tone down with the best of intentions were people who love me, right? And it wasn't until I was like, Wait a second, that's a good thing. This can be a good thing, that I realized I had to change my life. And so from that point forward, I left the strengths experience working for a major organization where I was head of our engagement strategy or employee engagement strategy. So I immediately rolled strengths into it, right? There's like this has got to be at the core of what we're doing. And so I then took it with my wife and we started doing youth ministry in our church, and started using strengths as part of the youth ministry. Every year since then, for my birthday, my in-laws give me the same present, which is a family strengths session, where we block calendars for one night, all the kids get babysitters, we get a bottle of bourbon and a bottle of wine and we talk strengths. And so it's it's bringing my like, I've always been bringing my life to work, but I had not been bringing my work to life, right. And so that was sort of one big epiphany. So the fact that I'm able to sit here today, and do what I'm doing and talk to you incredible people in front of you incredible people, to all of you incredible people is really just the result of tremendously influential and talented people influencing my life and sort of taking where it goes.

Maika Leibbrandt 44:38

Never -- Say that again. Never been bringing your life, your work to life, life to work -- say it again.

Austin Suellentrop 44:42

Yeah, so um, the epiphany I had was I was bringing my work my life to work. So people I worked with knew my family, they knew my kids, they knew what I cared about. I wasn't bringing my work home to my life. So the people I cared about the most weren't benefiting from the things my clients were. Right. So I would spend time coaching managers and executives on work life balance. And that I didn't have it, I would help people identify their passions in life and what they wanted to do and how they want to spend their finite amount of resources in this world. And then I was spending my finite resources and things I didn't care about, right? So it was one of those epiphanies and credit to Mara and Curt for helping me have that epiphany. Because gotta change things for me

Maika Leibbrandt 45:28

If you want to just hold that microphone a little bit closer. And then like, hold it out here. Drop it and drop it.

Jim Collison 45:36

Sound guys don't want that!

Maika Leibbrandt 45:37

No, I'm kidding.

Austin Suellentrop 45:37

Do we own this mic or are we leasing it?

Maika Leibbrandt 45:45

Don't do it -- Activator. Austin, You've got a pretty cool new title. And it is such a win for us to have you in this leadership role. You know what now after hearing you know, tugging from the heartstrings right out the gate, somebody said in the chat room. Yeah, that's, that's, that's me. Um, you know, now why we're so so thrilled to have you in your new title is can you tell us?

Austin Suellentrop 46:02

Yeah, so I am the CliftonStrengths Portfolio Manager, which really means I get like, seriously, y'all pinch me. My job is to oversee the strategy for strengths globally. What are we doing? Where are we going? What are we researching? What are we building? How does it interface with all of our technology? What's the coolest research stuff that we could do, I got to do a breakout yesterday on like the connection between strengths and decision-making. Like that's the cool fun stuff. Cool, thanks. I guess it worked.

Austin Suellentrop 46:31

And so so I get to partner with all of our incredible teams internally at Gallup, to make sure really as we grow, that we stay true to the mission, right, we stay true to the mission that Don had that Curt instilled in me. And I know in you and so many that we stay true to why we're here, but we grow this and we continue to grow it and that we are, I will leverage that maximize and it'll never be done. It'll never be good enough. But we can get better at it. And so I get the really cool pleasure of doing that.

Maika Leibbrandt 47:00

Wow, I'm so happy that you're in this role. And since we have you captive right here. And from your perspective as somebody who's thinking about strengths as as your job, but what is it that you really hope sticks with people after the summit?

Austin Suellentrop 47:14

That's a great question. I am, we are still learning so much about human beings. And we're still learning so much about how using a focus on strengths can help people and help organizations and help communities. Right. When I first started my journey on this, we had a little under 7 million people in our database. And in my commitment and time and energy to it, we are now at 21 million, which means data point, just pure data points. We've got 300% the data points we had before, which means we know more about more people, that's only going to grow exponentially, right. So as we learn more and more about humans and how how we work and how this this talent show up in people is going to allow us to do more and to do better things with better education to have better tools to have a better implementation strategy. He's like all those things. Every time somebody takes this assessment, we get better. And that's what gets me excited. Is it like there's a video of dawn yesterday, right on the on the on the big screen. And like I said, this is a sneak behind the curtain. I sent an email out internally to our teams last week when we hit the 21 million mark. Right. Okay, FYI, all if you didn't check the ticker, we get 21 million. And the replies I got back from people that have been at Gallup for 15, 20, 30, 40 years saying, God, Don would be smiling right now. Like, just like grinning ear to ear thinking at 21 million. It's when I saw the video of Don, like, that's what got to me a little bit. Because we are we are still so early in our understanding of where this could go. Right. And that's what gets me excited. So I hope all everybody here walks away, thinking there's so much more I can be done. There's so much more we could we can learn and we can develop. There's just really an awful lot of cool stuff on the horizon.

Jim Collison 49:09

One of the things I do want to say as Austin comes in -- many of you knew Tiffany, who is our partner in the same, same space before and you've asked me like, Where did Tiffany go, she's, she's here, the back of the room. Tiffany really pioneered a lot of change for us at Gallup in the strengths community. And in a very short period of time, we launched the all 34 report, which I didn't think I'd ever see, to be honest with you, and the time that I was here, an effort to go in and coordinate that and put that together if you think that was easy, it was not, and to broker the relationships behind it and to make it work and to get the right words in the right places and get all the right things in there and orchestrate that. That launch of the 34 report which by the way certified coaches if you haven't unlocked your 34 report, you are missing out. Yes. Let me just say that. So get that done today if you're not, but I do I want to take a second. I think she's in the back to Tiffany, are you here, I saw her earlier did she take off?

Austin Suellentrop 50:09

She, of course. She knew we would be talking about her so she stepped out.

Jim Collison 50:12

We're going to record this. So I'd appreciate it if you guys would just thank Tiffany out loud for me.

Maika Leibbrandt 50:28

Yep, we'll have to do that again, later to see if we can get her back in the room. Thank you. Austin, question from the chat room from Sharon. What is Austin? Imagine the strengths movement looking like in 10 years, what are your best hopes?

Austin Suellentrop 50:40

Wow. Okay, so give a guy with Maximizer and Futuristic the phrase best hopes.

Jim Collison 50:47

Whatever is worth doing is worth overdoing. Yeah, just remember that.

Austin Suellentrop 50:51

So I have, and I think it coincides with our with our development of technology. So much more. I have a dream and a vision of of me being able to go to my kids' PTO meeting in grade school. And that my, my current two year old, right, I've got three daughters eight, five and two. And my current two year old that the first question I get to ask her teacher is so what's she great at and that it doesn't shock her. Because right now, when I asked that question to my kids' teachers, they're like, caught off guard. I make them answer it. But they're caught off guard. So my dream is that we in 10 years, the strengths movement is something that we have an opportunity so that families, parents, communities can one place have a entire infrastructure to talk about strengths in their life, and how it's connected to their experiences kids are having in school, their experience at work, what they're dreaming to do themselves, and that it's all on this thing, right? And so or whatever cool, new way we live at that point, maybe it's a watch, I don't know. So I envision and I dream of a world where strengths is at our fingertips in every situation, not just when we go to a workshop because we love doing workshops, not just when we're having performance reviews. Right, but that it's part of our whole approach to life. That's my dream. That's my best hope.

Maika Leibbrandt 52:19

Love it. Yeah. Um, so yeah.

Maika Leibbrandt 52:27

I think your Futuristic is one of my favorite things about you; he has Futuristic and Maximizer we mentioned this. He also has Belief. Yeah. So being coached by this guy, Futuristic, Belief plus Austin, like it's a beautiful combination. So a lot of people who are here with us in person just left the big room with a big announcement about next year's summit.

Austin Suellentrop 52:45

Yeah.

Maika Leibbrandt 52:45

I'm going to ask what they might be too afraid to ask you. Okay. It's called Gallup at Work. Yeah. What does that mean for CliftonStrengths?

Austin Suellentrop 52:52

It means that CliftonStrengths has just been had its game upped. That's what I would say. I would say that CliftonStrengths is a integral part of everything we do in the workplace. At Gallup. We, we study everything, right? We're total nerds. And we love it. And one of the things we know is that the best workplaces strengths is at the center of it. The best workplaces, people are in roles, they love their in roles where they're great at what they do, and they get developed in a way that makes sense to them. That's the mission of strengths. And so for me, the Gallup at Work sort of idea, if anything, it's like, well, here's strengths. And here's this piece of pie we've been talking about here for years about strengths. We're now putting it in the center of all this other stuff that Gallup knows -- other work. Gallup is doing things like customer interactions, things like diversity and inclusion we heard talked about earlier, the things that we know the Agile world, and the gig economy and all these things that are massive influences on workplace, we're saying strengths is at the center of it. And that if we're thinking about strengths in isolation, strengths, just as strengths, we are missing the potential of what we're talking about. Right? Strengths is got -- like you used a line yesterday, I was I was spying on one of your sessions yesterday. And you talked about the the movement of talent to strength and the investment piece is human beings. Right? And so if if we're thinking about strengths by itself, we're missing the fact that it has to go somewhere to develop, like, these things don't just exist in who we are. We have to put them at play somewhere. Where do we put them at play the most? in our workplace? That's where we spend most of our time. And the workplace itself is changing, like stinking crazy, right? I mean, for crying out loud. I work for Gallup from Birmingham, Alabama. I sit in my home office, with my dog Perry, six feet away from me, in a place where traditionally, we don't associate Birmingham with cutting-edge research, right. But I love it. It's an example of how far the workplace had drastically the workplace has changed my childhood, had my dad chased his dreams he did. He chased his dreams professionally. And he had he landed his dream job. And I lived in five states in seven years as a result of it. I can chase my dreams now and my kids are growing up down the street from their cousins. That wasn't an option before. So understanding that strengths has to be at the center of the workplace, for us to do justice to the workplace strengths has to be there. So that's what gets me excited.

Jim Collison 55:27

Well, and Austin, I think, you know, you're saying what you're saying is, is this work, work-life integration is really accelerating and the fact that we can't separate our oftentimes home from work, and we need some tools to be able to kind of put it all together and the rules have changed on us. And lots of times we're spending this time making you smarter, because you're dealing with all these people that are doing this. Yeah. And Austin, I don't know about you, Maika, I don't know about you. But I'm looking forward to having Austin around a lot! Because I hope you guys want to hear more from us. Do you wanna hear more? Happy to. And Maika, any final thoughts?

Maika Leibbrandt 56:08

Awesome. I just want to know, since since you're here in such a professional accountability standpoint, I want to respect you as a person, what are you going to take away from the summit that will make you better at your role?

Austin Suellentrop 56:21

Make me better in my role. So it's so funny how you learn things, and then the most powerful aspect can be relearning them. Right? I need I need coaching. I don't do it. Because I'm so stinking social, I don't structure time for coaching. So when I run into a person who could be a great coach for me, or could be my coaching partner, I end up just having a great conversation with them. And I get fed. And I love it. And I'm energized, but I don't make progress and what I need to make progress on. And so I'm leaving the summit this year saying golly, there are so many incredibly talented people out there, who are tremendous coaches I'm networked with, I'm connected with what's keeping me from like, you know, reaching out scheduling a coaching conversation with them, learning about them and being coached myself by these people. Because you have an audience and you online listening. The impact of a great coaching conversation is so awesome. I love it. I'm walking away reminding myself that I need to do that for myself more often. So how's that for being selfish? Yeah.

Jim Collison 57:25

Pretty great. Austin, we're looking, we are really looking forward to a future. We've got a lot of things planned. We got some things coming up, you're going to want to stay close to what we're doing. We have a lot of communication you and I to do over the next for anybody who got to the innovation labs and saw the new Gallup Access coming and in we're going to have a lot of communication for you on that as well. And Austin and I will spend a lot of time -- Maika will jump in there as well as we spend some time communicating back to you. But let's thank Austin for his time on the platform. Can we do that?

Maika Leibbrandt 58:06

We did it!

Jim Collison 58:06

I know, we did I have a couple thanks to do.

Maika Leibbrandt 58:09

Hold on, I have one more thing. Okay, before the thanks. Maybe I should -- no, I should go last maybe Let's go do it. Let's do that.

Jim Collison 58:16

Yeah, let's do that. Really quick couple things. One, a couple big thanks to some folks who helped kind of make this happen. So there's a big tech team. And we got together a couple times to like I'll be honest with you, I didn't think this was going to be possible technically. Like I've tried doing some of these before and they've they've had marginal success. And today has come off, absolutely flawless. So guys in the back Brent and Curtis and who else whoever else is back there? Can we thank them for the work that they … ? Curtis has been a big help to me. You know, I did a lot of podcasting at Gallup alone for a lot for a lot of ideas, do it I've had guests on we you know all those all the things that have to be done to get this done. And Curtis has come on and kind of in a second producer for me, which is really cool. If you're into Gallup's data, we have two brand new podcasts for you. And if you're a podcast junkie, one one's called Super original, the Gallup Podcast, I think you'll be able to find it. The second one's called Out of the Echo Chamber about bringing trust back to news, right news is under a little bit of fire these days, especially here in the United States. And so we've been doing a lot of work with the Knight Foundation. And Curtis is the producer for those as well. It's just great to have a backup doing this stuff with me. And so, Curtis, thanks for the work that you've done, as well as thank him individually as well. Thanks Curtis.

Jim Collison 59:46

One more a huge thanks and we didn't have him here today, but I don't think he came and Dean Jones, of course has been a big part of your learning. Like I cannot tell you how much smarter he makes everybody. And I just spend some time with him today. And he was just telling me how much he loves being on the podcast and his time with that. And he's kind of thinking about what's coming up. And if you've got some suggestions for him, just send them an email Dean_Jones@Gallup.com, super easy to remember. Dean would love your feedback. He craves your feedback on these. So as we think about some of the learning opportunities. He's he is just a great coach for you through the webcast, and so he'll probably watch this. So let's thank Dean as well for his work.

Jim Collison 1:00:36

Mike is in the chat room. What do you got Maika?

Maika Leibbrandt 1:00:37

Um, I was just putting Dean Jones's email in the chat room. It felt a little scary to share that. Yeah, let him know. I have been in the chat room. I've been everywhere. And you know, Jim, I'm so happy that you just you're my favorite brainstormer. And we've talked about this probably on our podcasts or at least on our postshow of how we think together, which is basically just keep talking and see what what comes back. But I'm happy we pulled this off I -- I also can't believe we did it. Before this, the pre pre pre show you didn't get to see -- all I had to do was sit in the back and put on lipstick while Jim ran around and fixed everything. So not only did you physically bring our entire studio over from Gallup to here, which I know it's not that far, but that was an epic feat. You You demanded that to be done at the very highest quality what's your Maximizer line?

Jim Collison 1:01:29

Oh, yeah, whatever is worth doing is worth overdoing. By the way I learned that myself Theme Thursday, Season 4, that was a Season 4, like we've been doing strengths a long time and I could never understand why my Maximizer never was about quality. Because it's about quantity. Maximizers do more, do more.

Maika Leibbrandt 1:01:53

So I want to thank you, I could get weepy and tell you thanks for just being the best part of my my job. And if you don't -- if you ever struggle with -- I know we tell you if you have somebody struggling with themes to go watch Theme Thursday. If you ever some have somebody who's struggling with why you ask, Do you have a best friend at work? Why don't you have them go watch Theme Thursday. Thank you.

Jim Collison 1:02:13

You're welcome. You're welcome.

Maika Leibbrandt 1:02:20

One thing that has been really, really fun that we've we incorporated on a few of our more recent seasons of Theme Thursday, and especially on our StrengthsExplorer podcast, we developed something called the GODOIT. And we scrunch all the words together so that it's our own thing. It's a challenge. And that's actually why I created the strengths talk Instagram feed was because I needed a place to put these challenges. And quite honestly, I wanted to do it really fast on my own phone instead of give it to editors and make it take a long time. So today, we have developed a challenge for you in the room today that if you're online, don't go away, you can stick around in that chat room. As long as it's open, you can use the app to talk to other people in the chat room. And if you're here in the room, we're about to ask you to share something with somebody else with you. It's going to be a great way that we will send you away give you a topic to talk about as you move forward. So today's GODOIT challenge. Let's be honest, not everybody's like you and I, Jim, thank goodness, there might be plenty of you who have just had enough and you need to go retreat on your own and you don't need any more homework. But if I think the reason we gave It's the Managers was because we heard a lot of people had Input, we figured it was an easy way to make them realize the summit was awesome. If you need something to feed your you need a challenge or something to do something with. It's called looking back to be our best in the future. There was a time when you were new to CliftonStrengths. Maybe that was 72 hours ago. But I want you to think back to the time when you were new to CliftonStrengths. Your challenge is to be the person that you needed when you started this journey. What does that mean you will do for yourself? What does that mean you will do with what you've learned here for other people. Get practical about it. I want you to design one easy and easiest key here. One easy action that you will take in the next 10 days. That's going to help you be the person that you needed when you were new to this. So take a moment, think about it, write it down. If you've got your answer, put it in the chat group. We'd love to know if you're comfortable. Share this with a couple people in our chat room, share it with folks online. You can share it with us any across any of our social platforms #gallupsummit and #godoit.

Jim Collison 1:04:44

So with that, we want to remind everyone to take full advantages of all of all the resources we have available at the Gallup Strengths Center just gallupstrengthscenter.com. I say that a ton. And that's actually like that will go away soon. So as we think about the future, my.gallup.com is coming for you. So just remember as we think about that and all things Access, you have questions or comments if you'd like to be a guest blogger we're always looking for folks to do some writing. For us we are moving to Gallup.com/CliftonStrengths in the future as well. So coaching.gallup.com will be a little bit retired as we move all of our stuff to gallup.com and we're really excited about that easier to find more powerful tools, a lot of great stuff coming as we move on gallup.com. send that to us in an email though this email address will never change and you can always get ahold of me this way too: coaching@gallup.com. If you're interested in becoming a Gallup-Certified Strengths Coach -- you're most of you are that way, you can get a complete list of all our courses and let me say this we have a ton of new learning that's coming out through our courses sites this year. So check them out courses.gallup.com if you have any questions on those you can use that email address so they gave you before want to thank you for joining us for this live edition Maika and I will be available for some pictures down at the picture area.

Maika Leibbrandt 1:06:08

Before we leave oh there's been a request from the chat group to see what we see. So we are going to close, you say your last words and then after that we're gonna take a super selfie you and me and everyone from up here so that the chat room can see what we see.

Jim Collison 1:06:21

So we're going to close and I want to hear a big cheer and then we're going to take a team so selfie -- with that, we'll say, Goodbye everybody!

Maika Leibbrandt 1:06:39

Thank you!

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