Gallup Terms and Constructs Questions And Answers With Verified Solutions

Talent - thoughts feelings or behaviors that come naturally to you Strength - the ability to consistently produce a positive outcome through near perfect performance Talent Theme - a category of talents Signature Themes - Tghe themes on your Signature Them Report (Top Five) and Top Five Theme Insight Statements. You Signature Themes are an excellent Starting point as you seek to discover your most dominant talents. Top 5 Theme Insight Guide and Action Items - A customized version of your Top 5 - Your Top 5 with additional Insight into your personal Top 5 and how they work together Full 34 Theme Sequence - Your 34 Themes in Rank Order Weakness - A shortage or misapplication of a talent, skill, or knowledge that causes problems for you and others. Strengths Domains - Executing, Influencing, Relationship building, Strategic Thinking Strengths Based Development - Your Talents are the source of your true potential. The better you can apply these talents, the greater your potential to consistently act with confidence, direction and hope Gallups Definition of Coaching - A coach is a person who invests in and interacts with an individual, partnership, or team for the primary purpose of stimulating, motivating, and facilitating the growth, development, and performance of that individual, partnership, or team. Theme Dynamics - A deeper dive into your talent themes and how they influence each other.Raw Talent - Talent that is uninformed, inexperienced, self-oriented, and often unproductive. Mature Talent - Talent that is well-informed, practiced, oriented toward others, and highly productive. Logical vs Paradoxical Pairs - Likely vs Unlikely Strengths Innovation - using strengths in a way different from their intent Strengths Intervention - Identify a desired outcome or goal and then apply a theme which will help you achieve the goal 3 types of Teams - Dependent, Independent, Interdependent Multidimensional Aspects of Talents - Who a person is, I am (being). What a person will naturally do, I will (doing). What a person might bring, I bring (contribution). What a person might need, I need (requirement). What a person is likely to value, I love/hate (value). A person's potential vulnerabilities. Balcony and Basement - Balcony: These are the positive characteristics of a theme that an individual tends to think about. Basements: These are the vulnerabilities of a strength that can manifest when a strength is misused or mismanaged Talent as a Filter - to some degree themes color how we think act and do, shape how we see the world 5 Guiding Principles of Strength Based Development - 1. Themes are Neutral 2. Themes are not Labels 3. Lead with Positive Intent4. Differences are Advantages 5. People Need One Another Name It, Claim It, Aim It - Understand It, Appreciate it, Apply It and Invest in It Strength Based Formula - Talent x Investment = Strength Four Principles and Strategies for using talents as a foundation for Strength - 1. Know your talents 2. Value your talents and assume responsibility for using them. 3. Relive your successes to help you develop strengths. 4. Practice using your talents. Strengths Performance Model - 5 Experiential Clues to Talent - 1. Yearning - activities are you naturally drawn. 2. Rapid Learning - activities do you seem to pick up quickly. 3. Flow - activities you automatically know the steps to be taken. 4. Glimpses of Excellence - activities have you had moments of subconscious excellence. 5. Satisfaction - activities give you a kick. Habits of Great Managers - 1. They are always investing in Strengths 2. They surround themselves with the right people and then maximize their team 3. The most effective mgrs understand what their team members need to be successful and productive. The Nature of Powerful Partnerships - 1. We complement one anothers strengths 2. We need one another to get the job done 3. He/She does some things much better than I do, and I do some things much better than he/she does Characteristics of Great Teams - 1. They share a mission and a purpose2. Everyone on the team understands and appreciates that they are great at some things and not very good at other things 3. Team members are aware of others talent filters Strengths Based Development Assumptions - 1. Only some behaviors can be learned 2. The best in a role delivers the same outcomes using different behaviors 3. Weakness fixing prevent failures, strengths building leads to success Strengths Domains Executing - People with dominant strength in the Executing domain know how to make things happen. When you need someone to implement a solution, these people will work tirelessly to get it done. Strengths Domains Influencing - People with dominant strength in the Influencing domain help their team reach a much broader audience. They want to take charge, speak up and make sure that the group is heard. Strengths Domains Relationship Building - People with dominant strength in the Relationship Building domain are the essential glue that holds a team together. They can create groups that are much greater than the sum of their parts. Strengths Domains Strategic Thinking - People with dominant strength in the Strategic Thinking domain keep everyone focused on what could be. They are constantly absorbing and analyzing information and helping the team make better decisions. The Talent Development Process - Five steps for developing your strengths 1. Understand & appreciate your results 2. Recognize your talents within 3. Develop and refine your talents 4. Develop strengths and excellence 5. Work around your weaknesses