- How can you take stock of your career at this moment, and how does "flow" relate to that?
- How can the way you use your strengths give you clues to how your career is progressing?
- What can you do to reconnect with your strengths in the midst of all of the recent change?
Below are audio and video plus a transcript of the conversation, including time stamps.
After all of the change in the workplace and in life over the past two years, many of us may want to step back and take stock, personally and professionally. How are we doing in our careers, and how can we measure this? What does success really look like in work and in life? How have we handled change and even burnout, and what are our aspirations as we look toward the future? In this webcast, Jaclynn Robinson and Jim Collison will encourage you to let your CliftonStrengths be your guide in evaluating where your career stands now, as well as navigating change today and tomorrow.
[Flow is] those periods of time in the day where you experience ease, excellence and enjoyment in the work you're doing.Jaclynn Robinson, 5:36
List out up to 10 of the key priorities [you] have that [you're] tackling day to day in the workplace, and then look at ... what [CliftonStrengths] theme or themes you're using to support you in each of those responsibilities.Jaclynn Robinson, 13:48
If I have to help individuals identify and define success, it's, What magic have you created that you're really excited about?Jaclynn Robinson, 9:57
Jim Collison 0:00
I am Jim Collison, and welcome to the CliftonStrengths Podcast. On this podcast, we'll be covering topics such as wellbeing, teamwork, professional development, and more. Now enjoy this episode. This episode was previously recorded on LinkedIn Live.
Jim Collison 0:19
Hello friends on LinkedIn, Jim Collison. I'm here with Jaclynn Robinson, Dr. Jaclynn Robinson. Jaclynn, welcome to LinkedIn Live!
Jaclynn Robinson 0:26
Thank you, thank you, sir.
Meet Our Guest on This Episode
Jim Collison 0:27
Good to be hanging out with you. We're gonna call this Top Talent Thursday, even though we said it Top Talent Tuesday the last time we did this. Top Talent Thursday -- you can say Theme Thursday. As you're listening to us, and we're waiting for some folks to kind of come in here on LinkedIn live, would love to know the kind of the top talent you're using in your career today. So a little bit of, a little chance to kind of brag on yourself a little bit. Check in in the chat room, let us know what talent you're using or successfully in your career. Jaclynn, let me ask you that question of you. We want to get to know you a little bit. So tell us a little bit about yourself and then kind of what you do for Gallup, but maybe throw some talents in there that you think you're using.
Jaclynn Robinson 1:07
Hi, folks! Hi, hi our LinkedIn folks! So I am a Learning and Development Consultant here at Gallup. I do a lot of work with organizations, leaders, teams on helping them with the strengths-based approach, focusing on engagement to make sure that they feel really connected to the organization that they work for, really purposeful in what they're doing. And I, I am, I think, today leading a lot with Achiever. I feel that; if anyone has Achiever, you might be kind of pushing through too. It feels like we are just in this wave of busyness right now within the, the workplaces and spaces. So that's what I'm leaning into. But my Full 5 would be Achiever, Strategic, Maximizer, Positivity and Relator. And I see we have another Positivity in the room. So
Jim Collison 1:56
We did, yeah, we get --
Jaclynn Robinson 1:57
Hello, Positivity twin!
Jim Collison 1:59
Check in in the chat room, we'll post your, what you're leading with there. And if you don't know your CliftonStrengths Top 5, that's OK. Get a word that's close to something like that, and let us know what you're successful using in your career. Jim Collison, I'm the current CliftonStrengths Community Manager for Gallup, which just means I get to hang out with CliftonStrengths people on the web and around the world all day long. Arranger, Woo, Maximizer, Communication, Activator. All these webcasts are really an Arranger-Woo kind of experience, right? Always trying to manage a lot of multiple -- Tiffany's checking in as well, saying Woo, and so I always appreciate that. Also, if you want to put a little note in the chat room about how you're doing that, that would be great. We've got a ton checking in -- Achiever, some Relator, some Strategic and Connectedness, a little bit of Learner checking in. They're going fast now. I think we have our, I think we have our audience with us at this point. Thanks for -- yeah, let us, let us know a little bit of, of how you're doing that. We want to talk about that.
Measuring the Progress of Your Career
Jim Collison 3:08
Jaclynn, let's, let's dive right in. When we think about knowing -- first of all, I mean, to be able to improve our career, we need to kind of know where it's at today. Right? And as we think about some measures you can, some simple measures you could do -- anybody could do -- to kind of think through like, How am I doing today? What, give us some ideas on, How do I do that for myself? What's just a good personal check on, How's my career going?
Jaclynn Robinson 3:36
You know, I like doing the gut check, just in terms of, How am I, how am I feeling today? Do I feel like I'm thriving and firing on all cylinders, even if I've got a lot of work on my plate? Or do I feel like I'm kind of on that "struggle bus" today? And one of the best ways that you can really start to identify if you're playing in your wheelhouse is to think back to your best day at work. What did that look like for you? You know, what were the responsibilities that you had on your plate at the time? Were there partnerships around you that you were working with where it was, what was that feeling like? And how can you try to apply more of that today? So some of those potential same responsibility, some of those same partnerships. But that's a really good way that we start to work with individuals and helping them think about where they're, where they're at their best where they tend to be thriving.
Jim Collison 4:28
Sometimes -- I think we have this word called "flow" that happens, right? Can you talk about like, How do I know I'm in flow? Because those are great days. And I think it's important. I mean, I remember I was, a spot my career I asked myself like, What's the best I ever did at work, right? And, and I'll tell that story a little bit later. But how do we know we're in flow? What are some, what are some clues and some keys?
Jaclynn Robinson 4:54
Yes, that's such a good question. I love the "flow." I think anyone that's hearing that right now is like, "Yes!" Flow is when you just are lost in the work. You are just, I almost relate it to sometimes when you get off work, and maybe you're driving home -- maybe you're in the office right now and you're driving home -- and you just kind of switch off. You already know what you need to do, and you land in the driveway, and you're like, "How did I even get here?" It's one of those things that happens in the workplace, though, where you're just lost in the work. And everything just feels like it's flowing. Sometimes you say it's creativity even meets productivity, where you're coming up with new ideas; you're able to overcome challenges with, with ease. It's those periods of time in the day where you experience ease, excellence and enjoyment in the work you're doing. That's how I would really think through flow.
Jim Collison 5:45
Ease, excellence and enjoyment -- are those three obtainable? I mean, I think a lot of folks, you know, they get into a career or they get into a job, and they, you get maybe two or one or two of those, as opposed to three. But can you get all three? Is that possible?
Jaclynn Robinson 6:05
I think it's possible. That goes right back to our talent. So think, think back to what it is that gives you energy. Where do you feel like you're finding a level of excellence in the work that you do? Where have you receive feedback from partners or managers, where you've been recognized for the work that you're doing? Those are really good signs, especially if you're just overburdened right now with work and you, you know, you can't see anything beyond just the work that's on your plate, it's sometimes really hard to identify it. But if you take a pause and step back and really say, "Yeah, when have I been at my best? When have I received positive feedback? When do I feel like I'm working with ease, and the energy is just there and comes easily?" It's a good signifier that you might be playing in your wheelhouse, attuned to your talents.
Jaclynn Robinson 6:55
So many of you already know your talents. We're seeing those in the chat. But if you don't, you haven't taken CliftonStrengths, think about, you know, what you're just naturally talented at. Is it communication? Is it organization? Is it processing information and delivering it in a simplified manner for people to understand?
Jim Collison 7:13
I love the fact you brought up kind of recognition as a way to kind of know when you're in that moment, kind of thinking back and saying, you know, what have I been, where have I gotten good comments from those that I work with? I think bouncing these ideas off of -- this is where having some best friends at work sometimes are helpful. Right, to sit down with them and ask questions like, "Where have you seen me do my best?" And I think you also want to start that conversation with, "I need you to be completely honest with me."
Jaclynn Robinson 7:43
Jim Collison 7:45
And a best friend at work, somebody that you trust, can be that person, right? You can, you can kind of say, "All right, I need you to be honest with me: Where have you seen me do my best work? What is that?" And I think that's a great exercise to kind of sit down and maybe take an inventory of successes. We don't often do this. Sometimes the corporate culture doesn't, doesn't, doesn't encourage it, so to speak. Sometimes the culture doesn't encourage it. You got to kind of sit down and say, I think kind of write down -- type it if you need to -- write down and say, What are some accomplishments that I've done? And maybe not just those that you would post in your resume on LinkedIn. But what were those accomplishments I'm most proud of? That's, I think, another question to ask is, What have I accomplished that I'm most proud about? What, what bring, what brought me great satisfaction in that? What gave me the ability to do that? What -- and what was it about that situation that would allow me to be, to have the kind of success I would have?
Defining Success in Work and Life
Jim Collison 8:55
When we think, Jaclynn, when we think about defining success, can -- what are you giving, as a coach, giving a client advice on defining success? What, what kind of things, how do you encourage them to look at success?
Jaclynn Robinson 9:09
Ooh. You know, the key word that I picked, picked up on that you just said is, What am I proud of? For me, that's a signifier for a lot of people that that's something that gives them a lot of pride. And it tends to be when we really just take a step back and look at what that pride is about, it's starting to touch on maybe their value system or the purpose that they feel for themselves in life that they want to see, you know, come through not just in their personal life but in their professional life. And so success is often, What am I most proud of? And I've heard people say, you know, I'm really proud of my family. I'm really proud of the mission that we have within the organization that I work for, and I can see all my responsibilities tie in. So I think if I have to help individuals identify and define success, it's, What magic have you created that you're really excited about and want to share with the rest of the group or with me today? Or what are you most proud of?
Jim Collison 10:12
One of the, and I don't see -- in this case, I don't see your name; so sorry. But we have a LinkedIn, a LinkedIn user, it says, somebody watching. Can you do that assessment -- you can do that assessment too with volunteering work?
Jaclynn Robinson 10:24
Jim Collison 10:25
Speak a little bit about the, the power of some of that work that you're doing in volunteer, and how that might have clues to career talent.
Jaclynn Robinson 10:33
Yes! And I so appreciate that this is brought up too, because some people might feel like they're in a position at work, and it's just not feeding them and giving them that much energy. And so when people are stuck in that rut, or they're experiencing extreme burnout, and it's too hard to even identify what you're good at anymore, going back to volunteer work, going back to hobbies and interests you have outside of the workplace, is such a great way to start to identify what it is that gives you energy. Who's the audience you're working with? What is the work focused on? What are the responsibilities you have that make it so exciting? And are there ways that you can even incorporate or pull some of that into the workplace? And if not, and you're truly stuck in a rut, for many people, looking at their volunteerism or additional hobbies and interests helps them start to identify the career choice that is best for them or that fits in their wheelhouse the most. So it starts to give you a lot of direction.
Jim Collison 11:31
I told you I would tell you a story about, about me and how this happened. I, you know, here we are on LinkedIn Live. And of course, we have a Called to Coach and Theme Thursday podcast that, you know, that we do a lot of podcasting now at Gallup. And we have, I think 8 or 9 different podcasts, about 3 million downloads. I mean, that all started because I started a little hobby podcast on technology that I started doing for a couple years before we started doing this. And so I was able to kind of take that hobby, right -- and hobby, volunteer work may fall in that same category -- and bring that to an organization, when we decided to start certifying coaches around the world. I remember meeting with the leadership at the time and saying, "Hey, I got a way to talk to everybody, all at the same time, on a regular basis. And it doesn't cost a lot." I mean, I think one of the very first programs we did cost us a bunch of money because we went through a company that didn't specialize in it. And I was like, Hey, I know how to do it cheaper, right?
Jim Collison 12:32
And so, yeah, it was just, it was a great way to look at, maybe there's something currently I'm doing in a hobby, or I'm doing -- and, now, it just happened to be that podcasting was super practical for me, right. By the way, if you're listening, for those listening live, we'd love to have your questions in chat. So as we go along, if you've got questions, it's moving pretty fast, and I'm trying to get everybody's Top 5 in there, but, but we'd love to have, we'd love to see your questions in there. So drop those in the chat room. Jaclynn, so that was the moment where I brought my, you know, I kind of brought that to, to work. I would say I used, again, my Arranger-Woo-Communication, those together, because I have to be both a producer and interviewer and a guest sometimes on all these things that we do, right. So lots of things going on at the same time.
Clues to Career Progress: Using Your CliftonStrengths Themes
Jim Collison 13:21
When we think specifically now, we talked kind of in general about flow and about satisfaction and pride. But when we look at CliftonStrengths in general, someone who knows their Top 5, or maybe their all 34, looking at their current career, how can they kind of overlay that Top 5 or those 34 -- even our new CliftonStrengths for Managers report -- how could they overlay that on their current career that maybe gives them some clues?
Jaclynn Robinson 13:48
One thing that, that I like to do as an activity for folks is have them list out up to 10 of the key priorities they have that they're tackling day to day in the workplace, and then look at what it is, what theme or themes you're using to support you in each of those responsibilities. And sometimes people will even identify gaps and say, "It's still a struggle for me. And this is a responsibility that's a struggle for me." So that also starts to help you connect the dots as to why it might feel particularly draining or even why you're really burned out right now. Because you're spending, you know, 60% of your time focused in that area where you don't feel like your themes can really come out and play. And now that you've got that level of awareness, that's communication you can bring back to your manager, or, you know, even partners, to see how you can almost trade some of those responsibilities and say, "Can I delegate this to you? And if there's something you don't like, I actually love that that you're doing -- can I put that on my plate?"
Jaclynn Robinson 14:50
So that's really helpful to just list out, What am I doing and what themes am I using? And what, as I even look at those responsibilities, What do I love doing the most with ease excellence and enjoyment? So that's also going to help you say, "Oh, that's my sweet spot! I want to find more of that work."
Jim Collison 15:08
I think there can be some clues in that Insight Report that we have available. So for even just our Top 5 users, you have a Strengths Insight Guide that's there. It's kind of customs statements that are based on all 34 of your themes, whether you've taken Top 5 or you have all 34 available to you. It's got some sentences in there, Jaclynn, that I like to go in and, and I like to find those for myself. Like, What are the ones in here that are really describing what I'm doing today? But I want to add one to that and say, What are maybe some themes that are in there that, that I want to think about for the future? So kind of, What am I doing today? What's working? But what do I desire for the future? What would you add to that?
Jaclynn Robinson 15:55
I really like that, because I think this is that time when people are experiencing burnout. And they're wanting to reset and think through what does, what does the next 6 months hold for me? Because some of my, my priorities have changed; some of my values have changed. So I love the idea of going through the Insight Report, highlighting what speaks to you now, what you might not be leaning into, that you want to lean into in the future, and saying, "OK, now what does that look like? Professionally, what does that translate to for me?" And it might be connected to some aspirations you have. And that's even connecting the dots -- you go, "Oh, that's why I aspire to do it. I didn't even see that. Yep, that's, that's me; that's what I'm looking for is mentorship, or I want to be able to develop people, because I'm a Developer." And, yeah, I want to take it to the next level and inspire others. And maybe I can be a team lead. And that's what I'm going to go take to my manager now for our 6-month Check-In.
Handling Career Paradigm Shifts
Jim Collison 16:49
Exactly, I mean, an opportunity to go in and say, "Hey, I've got. I'm kind of thinking about this," you know, you don't -- James has got a great question I'm gonna get to in a second here. But I think the important thing, it doesn't always have to be someplace else. Like, in my case -- and let me bring up James' question, because it's so important. He says, Can either of you talk about times you have paradigm shifts in your career? And just at Gallup, like, I -- Gallup, but I started as a Technology Manager. And in the middle, you know, a couple years into that I said, "Hey, I'd really like to go and recruit. Like we need students and an internship program; and let me go recruit." And so they split, they took some responsibilities away and gave me some recruiting responsibilities. And I did that for a while, developed some internship programs and things like that.
Jim Collison 17:33
Then this opportunity to webcast came along. And so we shifted; I did even less management. I did half-time recruiting, half-time webcasting for a while. When the pandemic hit, the recruiting, of course, went away, and I went full-time webcasting, right, and full-time community management. Turns out there's a lot more to community management that was available to do that I wasn't doing, I didn't have time to do, right, kind of based on my time. But Jaclynn, for me, that was three -- just at Gallup, not, I, that's not like I had to change organizations to get that done. Right? Three very distinct paradigm shifts, as, as James says. Any, has that, can you give any personal experience for you?
Jaclynn Robinson 18:14
It's really helpful, too, when you're in an organization, and you've got managers and leaders that support your growth and development and that, that capacity to kind of share out what your interests are and to allow, to have them support you with that development and let you even try and fail as you, you manage it along the way. So I'll preface it with that. I think we're really fortunate here to be able to do so. And it was a similar experience. I started in talent selection, supporting Hiring Managers with, with helping them think about their candidates' predictability to succeed in the role. And then I started shifting into learning and development, because I loved front-facing with individuals as well. So to be able to speak about CliftonStrengths and employee engagement with leaders and teams was really exciting -- and getting back on the road, because I'd been so used to traveling previously. Now I'm working with you, and we just started to, you know, really find a cadence too with podcasting.
Jaclynn Robinson 19:17
And I think it's, I lead with Futuristic as my No. 6. So some of you might, and it's, it's always about, Ooh, what's next for me, what's that next step? What's going to be thrilling? What do I want to do? CliftonStrengths I think is so helpful, even going back to the Insight Report, and helping us have a better understanding of what drives us and why we want to do certain things. And that, I think, really allows us to communicate it more effectively to management -- to say, "Hey, this is what I'm seeing for myself. This is why I'd like to consider this as a new approach."
Jaclynn Robinson 19:52
And one thing that I would also add as a caveat for people in that paradigm shift is, once you're thinking about what's next for you -- and it might look like it's a little different, or you're shifting gears from your existing role -- one thing that's always been helpful that I share with leaders is, leaders, teams, individuals, is think about how it's beneficial for you, but also the manager or the team or the organization. So almost see yourself as the judge, and you're listening to your argument for why you feel that's a good fit for you. And you're sharing how you're naturally talented, and you've got some hobbies and interests, or any, any benefits that you're pulling in from that. And then also look at the other side: What's the manager thinking? What's gonna be their perspective? How is what you're asking for going to benefit the overall team goal or the organization's goal? That can really just help you in that position too.
Jim Collison 20:48
Such great advice. We have, there's no way we can cover this topic in 30 minutes. I mean, we're gonna try. Because I have Maximizer, and we are going to try! We do have a page, and Reilly, who's backstage, is going to drop the link to that in the chat here, so you have access to it. But we've got a page with some resources on how to improve your career. And we'd ask you to head out, if you want to get more information when we're done here, it's a great, kind of a great resource to, to go out and get that.
Dialing Your Themes' Intensity Up, Down
Jim Collison 21:15
Steve asks a great question in the chat room. He says, So how do you think theme intensities change when moving between personal and professional responsibilities? And I'll even add, changing between professional and professional responsibilities? I'm gonna, I'm gonna think about this in the context of, How did, maybe in my, my talent set, how did those intensities maybe be used differently when I moved between recruiting and webcasting? But Jaclynn, let me throw that to you, while I'm thinking about that. How do you think those intensities change when we're, when we're moving, or going from home to work? Talk a little bit about that.
Jaclynn Robinson 21:53
What I always share just off the bat is, they're always on. It's just a matter of, you know, is, is Achiever going to be on boil in the workplace, because there's a lot to get done right now? And then is it going to be dialed down and maybe Relator is going to be dialed up when I get home a little bit, to just reconnect with family and friends as a way to reenergize? So it really is more like regulation. Our themes are always on, but the way they show up is going to be slightly different.
Jaclynn Robinson 22:24
Even if we just take Achiever to, to Achiever, professional to personal life -- Achievers in the workplace might be focused on, Oh, I got so many things done today; just checked boxes on all these different priorities I had. At home, that Achiever's still on, but now that box is, Ooh, I got three loads of laundry; Ooh, I just ran errands in, in 2 hours and got everything knocked out. And it was all while my child was at soccer practice. So it's still running; it's just looking a little bit different. And we're dialing up, dialing up the intensity and dialing down the intensity, based on role in the workplace or from personal to professional life.
Jim Collison 23:04
Maika Leibbrandt and I spent all of Season 6 of Theme Thursday -- so if you haven't, if you haven't listened to one of our Theme Thursday podcasts on each one of the individual themes, we have one for every single theme that we have out there, 6 seasons of it, so that -- 34 x 6, there's a bunch that's out there for you and available. Search "Gallup Theme Thursday" on any podcast app or on YouTube, and you'll find that opportunity. But we spent a whole season talking about themes at home, themes at work. And Jaclynn, you couldn't have said it any better than Maika does on that, that, that oftentimes our personal and professional life, we see the same things happening, just in different ways, right? Just in different ways.
Reconnecting to Your Strengths in Times of Change
Jim Collison 23:45
I was able to take the "hobby" -- podcast -- Arranger, Woo, Communication -- move that, as hobby, I just do it for fun, move it to work, do it professionally; in fact, have, I think, more success. Like, it's been greater amounts of satisfaction at work than it was as a hobby. It's gone way larger, way bigger, way bigger numbers, way more downloads, at work. And then all my podcasting friends, when I tell them, "I get to podcast for a job," they're like, like -- "How did you do that?" -- Aah, I'm a little bit lucky in that sense; I am a little bit lucky. Sabrina, I want to go back a little bit to a question, we're going to talk about burnout here in just a second, but -- Love some advice to review the Insight Report to see what currently resonates strongly. Any other resources you'd recommend to get reconnected to our own strengths so much, with so, after so much change?
Jaclynn Robinson 24:38
I love that question. I saw it come through, and I was really hoping we'd have time to address it too. You know what, what some people have been doing lately, and I think it's a really good idea, is just even getting away from a resource and do self-reflecting a bit. So some have really just been journaling, to get everything out there: How am I feeling at the end of the day? What gave me a lot of energy today? And what drained me of my energy today? And if you're doing that, even over the span of a week, you'll start to get some insights on, What are those personal and professional things that, that have given me energy? It's probably going to look a little bit different, especially with all the change, than maybe it did 6 months ago or pre-COVID. And what's draining me of my energy? That's gonna allow you to then ask a question, Is it because I'm, I have too much of it? I love it, but it's just too much? Or is it, this got put on my plate because we're short-staffed, and they needed me to take it over. And I'm just having to kind of chug along and get it done.
Jaclynn Robinson 25:43
And if that's the case, one thing that I would even think about is, Is this long-term, or is this something that I just need to ride, ride out for another month? And if so, what are those things that I love that I've been journaling about? Maybe it's getting outside and walking in nature. Maybe it's being able to reconnect with friends on Zoom or, you know, to see, to see family or play with the kids. So how can you give yourself more of that? And throughout all of that, you'll, you'll likely really start to see some themes show up too. So if it's that reconnection of family that's been really helpful as you get through all of this, this crazy change, and you've got Relator or Empathy or Connectedness or Individualization or any of those, you might go, Oh, OK, that, that theme needs to be fed a little bit more right now. I want to water that lawn because I'm overwatering over here. And this Responsibility needs to get dialed down.
Dealing With Burnout
Jim Collison 26:39
Don't remind me! I watered my lawn all last year during the pandemic, and it looked terrible. This year, I was like, I'm not gonna do it. And it looks great. So, you know, you never know. Thanks for bringing up that theme, Jaclynn. Let's, let's bring burnout in as we -- because it's been a big topic. And of course, wellbeing, we have a brand new book, Wellbeing at Work, that, that's got lots of advice. In fact, you and I are going to spend some time later on this, this fall, late this fall, looking at some of the resources in that. We have a wellbeing series going on right now. So if you go to gallup.eventbrite.com, you can sign up for the first 2 of 5 parts. Jaclynn is going to join us for Part 5. So we're excited about that. Get signed up for those; they're just like this, a little bit longer. But we'd love to have you come out and join us for those.
Jim Collison 27:23
But Jaclynn, when we think about it, just in the quick few minutes we have left, when we think about that, how can we approach, from a strengths perspective, how can we how can we approach that? By the way, I think right now, with what's going on in organizations, there's great opportunities to improve your career. Like start looking around and start helping people on things that can be done. But what do you think?
Jaclynn Robinson 27:45
Yeah, I would say, first and foremost, that you're not alone if you're experiencing burnout. Our research shows, 76% of employees have experienced burnout at least sometimes. So it's, it's, it's there; it's relevant. Going back to your question, gosh, How do we, how do we control for it, how do we manage it? I would say that, what, some ways that you can unpack that is with role clarity -- role clarity with your manager, but also, what is it that you want to do more of for your, for yourself, for your own wellbeing in the workplace? What are those responsibilities, so that you can go back and feed that to your manager to say, "Is there a way to do this?" So we recognize that a lack of role clarity, a lack of development, and not having the materials you need or resources you need to do your job well, can be really impactful.
Jaclynn Robinson 28:39
So going back to CliftonStrengths or the talents you have, think about how you're, you're playing to them right now. Are you able to? Are you leaning into them too much, and that's actually creating some burnout too? And then go back to your manager, if at all possible, to say, "Hey, you know, I've been thinking it through. I'm overworked here. Can we delegate some of this out?" Or look for ways that you can, even within your own span of control, start to shift some of the responsibilities you have on your plate to create more balance.
Jim Collison 29:11
Thank you so much for listening to today's episode of the CliftonStrengths Podcast. Make sure you like and subscribe wherever you listen, so you never miss an episode. And if you're really enjoying this podcast, please leave a review. This helps us promote strengths globally.
Jaclynn Robinson's Top 5 CliftonStrengths are Achiever, Strategic, Maximizer, Positivity and Relator.
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