EXPLORING your
Strengths
ACTIVITY WORKBOOK
Name: Gabriel Brown
Hokie Passport
number:
Case number: Committee
Member Hearing Officer:
Please write your top five signature themes in order in the grid below:
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Signature Theme #1: Competition
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Signature Theme #2: Individualization
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Signature Theme #3: Ideation
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Signature Theme #4: Analytical
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Signature Theme #5: Achiever
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The activities in the Exploring Your Strengths Activity
Workbook were adapted from the StrengthsQuest Activity Workbook. Use of these activities should only be used
in conjunction with the “Exploring Your Strengths” sanction or by those whose
have purchased a StrengthsQuest passcode.
Copyright ©
2008 Gallup, Inc. All rights reserved. Can only be used in conjunction with
StrengthQuest SQ ActivityWkbk ENUS_02.08
Activity 1.2:
At First Glance
Activity 1.3:
StrengthsFinder Reflection
The Clifton StrengthsFinder is comprised of 34 themes. These themes emerged in Gallup’s study of
successful people over decades of research. Each theme contains several
talents. These talents are natural, recurring patterns of thoughts, feelings,
or behaviors. The talents found in your
Signature Themes are things you do naturally — like breathing. You can’t not
do them. You actually do them without even trying. A
strength, on the other hand, is the ability to consistently produce a nearly
perfect positive outcome in a specific task.
Read through the long descriptions for each of your
Signature Themes. Highlight the words and/or sentences that best describe
you. Then, answer the following
questions (each response should be reflective and substantial i.e. at least 5
sentences).
·
What is your first reaction to these terms? What do they
mean to you at this point?
At first, reading the titles, I wasn’t sure these described me very
well. But actually, after reading the
detailed description I do most of these things regularly. I can definitely see that focusing on these
specific talents could help a person learn how to excel. I would like to think I’ve been fairly aware
of my themes for a while. As such, I
look forward to delving deeper into them and learning what I can personally do
to help build on these themes.
·
Does anything in the report surprise you? What? Why?
Initially, individualization surprised me. I always thought I treated everyone the
same. But, when reading the description
I realized that I am actually very consistent in the use of this theme. The best example was the birthday
presents. I always spend quite a while
thinking about what I’ll get each person for their birthday. Additionally, my residents (I’m an RA) always
come to me and ask me for academic, personal life and relationship advice. I always wondered why because they all know
my personal life is usually non-existent and my attempts at relationships could
very well sell out a comedy venue. When
I asked one of them, she said, I don’t know, you don’t have the most
experience, but you know how to talk to me to help me see the situation
better. So in a sense, I guess I’ve been
inadvertently individualizing for a while now.
·
How well do you feel your Signature Themes describe the
ways in which you most naturally, think, feel, and behave as a unique
individual?
I
think the signature themes describe me fairly well. I’m extremely competitive and I’ve known this
for a while. Knowing this has helped me
evade the pitfalls that come along with having competition as your top theme. Hopefully, getting to know more about the
themes I’m not so aware of will not only help me strengthen their positives
about also to avoid their negatives in the future. Of course, there’s probably a point or two in
each theme that doesn’t fit with me at all.
I don’t think that devaluates the test results, I just think it’s extremely
difficult to perfectly fit each person’s behavior into boxes (AKA themes).
·
Which of your Signature Themes describe you best? Why?
I think achiever describes me best. I choose this theme because it really is like
an obsession to me. I have to always be
doing something. I am most content when
I get up in the morning and know I have a tight schedule which will require a
lot of multi-tasking. This has become
the most noticeable to me in the summer.
For example, this summer I am working as an intern for the Red
Cross. The catch is that I wanted to
work with a specific subpopulation which required me to work at a branch in the
Caribbean. The majority of people here
believe in a much more relaxed (un-achieving) lifestyle. 2 hour lunch breaks are killing me! I can’t wait for the school year to start
again, and with it my 16 hour workdays!
·
Which of your Signature Themes do you use most
frequently? Why/ How so?
I believe the theme I use most frequently, even though until this test
I didn’t even realize it, is individualization.
I innately read people when I meet them and continue to do so as I get
to know them. This probably helps
explain why I am able to work as an RA without my residents hating me. It also explains why when I’m at the Rescue
Squad I somehow know which patients I need to be brutally honest with and which
ones respond better to a nurturing demeanor.
In short, I think I’ve been using this theme on some level with every
human interaction I have.
·
With whom will you share your results? Why have you
chosen these individuals?
I chose to share my results with my
mother, father and little brother. I
chose them because they’re the three people that have known me the
longest/best. Two of them lived with me
for over 18 years and the other for almost 17 years (over 10 years of sharing a
bedroom). I think both my parents share
the achiever theme with me so it’ll be interesting to see how many similarities
we note. I expect, on the other hand, to
see mostly opposites from my little brother.
I doubt he’ll associate with any of my themes, though I’m sure he’ll be
quick to point out the pitfalls of the themes that I show.
Activity 1.1: At
My Best
Complete the following statements. Each response should be reflective and
substantial (at least 5 sentences).
·
A time when I was at my best was…when I first moved to
the United States. I felt like that was
a time where I improved the most. I
started off the year in English as Second Language classes. By the end of the first semester I was in
advanced English. By the end of the
school year I had the highest reading level in the school and I won the award
for having the most AR points (points you got for taking quizzes of books you
read). That was probably the first time
I remember feeling truly accomplished.
·
The best thing about me is…my ability to figure out what
is needed of me. In groups, there are
certain roles that have to be filled.
Not every person can be acting as the leader. Then again, not every person can just be a
follower. I think that often I can
realize which aspect is missing in a group.
Then I can try my best to fill that role. I believe that because of that, oftentimes
the groups I work in are successful.
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What I enjoy doing the most is…reading. I enjoy reading mostly fiction because I like
the lack of barrier. You can’t predict
what will happen next because the only rules are the ones the author has. I think I often get a lot of ideas that can
be applied to the real world by reading about something “impossible” that
happens in fiction. Of course,
non-fiction also has its place. Most of
the nonfiction I read is reflective (self-help, autobiography, etc.). That’s because you get to directly see the
insight of the author without having it obscured by a story.
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My most fulfilling experience was… probably the same as
when I was at my best. Going from ESL to
the top reader was remarkably fulfilling for me. It was probably when I first started thinking
of myself, not too sound arrogant, as smart.
It is when I started believing in myself and realizing that hard work
really does pay off. Since that year, I
have never doubted what could be accomplished with hard work.
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I earn my best grades when I…don’t have a social
life. When I’m alone I earn my best work
because I can focus on exactly what needs to be done to get the grade. I love my friends, but forging and
maintaining relationships takes a lot of time and energy. As a result, I just have less time for
schoolwork. But I think I just have to
find the perfect balance. During the
school year I constantly crave to have more time to myself and during the
summer I constantly wish my friends were around.
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The best job or project I ever had was…being an RA. It is the perfect job for me at this stage in
my life. There aren’t many set work
hours which allows me to plan the tangible work into my schedule. My main job is interacting with others and
making them feel at home on campus. I’m
by far not the nurturing type but I’ve found that college students prefer my straightforwardness. I’m hoping that at the end of this year I’ll
have the same feelings towards working with this office in regards to the human
interactions I’ll have.
·
The things I like best about myself are…my
uniqueness. I find that often my view on
the world is very different from the majority.
I find it interesting that I can discuss a topic with two people that
seem to have polar opposite viewpoints and then agree with both of them. I see this in most areas of stereotyping or
whenever someone tries to fit a topic into categories or extremes. The world isn’t black and white and
oftentimes polar opposite ideas are rooted in similar ideas and only by
exposing those roots can people learn to have their own ideas instead of merely
choosing between two extremes presented to them.
ACTIVITY 3.4: I
Do it With Ease
In the space below, identify two tasks in each domain that
you do with ease. Then, identify which of
your five themes allows you to complete these tasks and how.
Domain
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Academically – Related
to your to academic and learning endeavors
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Professionally –
Related to past, present, and future work and career experiences
·
Socially/
Interpersonally – Related to the interactions and connections you have with
others
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Tasks I
Do With Ease
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Signature
Theme and How
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Academically/
Professionally
1. Research
papers
2. Group
Discussions
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Personally
1. reading
2. multi-tasking
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Socially/
Interpersonally
1. Personal
Discussion
2. Ideological
discussion
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ACTIVITY 3.4: I
Tend to Struggle
Now, identify two tasks in each domain with which you struggle. From your top five themes, choose one or two
that you could apply in this situation to help achieve the task with greater
success. Describe specifically how you
could use the theme in each situation.
Domains
·
Academically –
Related to your to academic and learning endeavors
·
Professionally –
Related to past, present, and future work and career experiences
·
Socially/
Interpersonally – Related to the interactions and connections you have with
others
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Tasks
With Which I Struggle
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Signature
Theme and How
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Academically/
Professionally
1. downtime
2. accepting
orders without an explanation from a superior/boss
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Personally
1. Going
with the flow
2. Exercising
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Socially/
Interpersonally
1. Being
stubborn
2. Coming across as rude
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USING YOUR STRENGTHS IN THE TEAM SETTING:
THE LEADERSHIP STRENGTHS GRID
Now that you have reviewed your strengths and understand how
they play a role in your own life. It is time to reflect on how your strengths
can be used in a team setting. Each of
your strengths are categorized into four spheres of influence; executing,
relationship building, strategic thinking and influencing. These spheres of
influence describe how your strengths can work in a team setting.
Below you will see the Leadership Strengths Grid. Identify your five strengths in the four spheres
of influence and then answer the following questions. (each response should be
reflective and substantial i.e. at least 5 sentences).
1. Which sphere(s) of influence do your strengths belong?
Achiever is in the
Executing sphere. Individualization is
the Relationship Building sphere.
Analytical is in the Strategic Thinking sphere. Ideation is also in the Strategic Thinking
sphere. Competition is in the
Influencing sphere.
2. Do the sphere(s) of influence (s) surprise you? Why or
Why not?
No, as I mentioned
before, I’ve always been really good at seeing which area a group is
missing. Then I try to fit into that
role, so it isn’t surprising to me that I have a theme in each sphere of influence. However, inefficiency has always annoyed me to no end. I’m always the person stopping the group from
straying off track and getting us to get back to the task at hand. So on that front I’m not surprised that that
I have two themes in the Strategic Thinking sphere.
3. How can understanding where your talents belong on the spheres
of influence leadership grid be beneficial to you in a team setting?
It seems fairly
obvious, but if you know what role you are best at filling in a group, you can
build on your themes to strengthen the group.
If you’re good at executing then you should be focusing on being that
group leader. If relationship building
is your top skill you should focus on the internal workings of the group. Influencing is probably better suited to work
on the group’s external relationships.
And the strategic thinkers are the people that keep the group’s actual
goals in mind.
4. Think of a group project that you have recently been
involved in. Please explain the group project and how you saw your strengths
help or hinder the group in completing the project. Please write five to seven
sentences.
I remember when I was
still a probationary member of the German Club.
One of our tasks was, as a probationary class, to throw a party, create
3 dimensional decorations and cover every inch of the basement with decorations
we made ourselves. We had one person
that was extremely strong in relationship building; he kept everyone happy with
his goofy demeanor. The executing side
was taken care of because the VP of membership was overseeing our project. The rest of the group was worried about how
the end result would compare to past classes and whether the club members would
like what we did; they had the influence part of the sphere under control. But, we were behind on our work, there was
more discussion than work happening. So,
I managed to get the group back on track by basically asking each person what
they were working on, what still needed to be worked on and how quickly they
thought it could be accomplished. This
put us all on the same page and the work progressed quickly from there. At the time however, I didn’t know what I was
doing. Knowing the different spheres can
help the next group project I’m involved
in be certain success since I’ll actually know what I’m doing.
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THE spheres of influence LEADERSHIP
STRENGTHS GRID |
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ACTIVITY 5.4: Is There a Shadow Side to a Strengths-Based
Perspective?
Strengths-based approach helps people see
themselves and others as they really are.
When we maximize out innate talents, we can make powerful, positive
contributions that can drive positive outcomes.
A shadow-side to a
strengths-based perspective analyzes the implications to applying your natural
talents in a negative way.
Simplistically, it is the other side of the same coin.
As you read the case study
below, reflect on how the shadow side to Susan’s strengths is prevalent.
Susan is a researcher at a
consulting firm. Analytical is one of
her top talents themes. Susan loves to probe problems and ask many
questions. Her colleagues say that Susan
continually peels back the onion. This is a tremendous asset to her
organization, as her in-depth analyses add real value for the company’s
clients.
The downside is that she
sometimes doesn’t know when to quit, and she can drive her colleagues crazy
with what they perceive as her endless questions. It also doesn’t help that her e-mail
messages, filled with data and analysis, can run many pages.
When thinking about
Susan’s talents from the strengths-based perspective, it’s helpful to return to
our original question: “Is there a bad side, or a dark side, to strengths? Again, if you look at Gallup’s definition of strength—the ability to consistently
produce a nearly perfect positive outcome in a specific task—the answer is
no, because a strength is about producing “a nearly perfect positive outcome.”
On the flip side, if you
were to wonder whether Susan was applying her talents in a negative way, the
answer is clearly yes. Again, Gallup’s
definition of talent—a natural way of
thinking, feeling, or behaving---helps clarify this. If Susan’s Analytical talents lead her to
wear people out with her persistent questioning, then she is applying those
talents in a negative way.
Brian Brim, “Probing the Dark Side of
Employees’ Strengths,” Gallup Management
Journal, February 8, 2007
Identify one of your
Signature Themes in which you see a “shadow side,” and answer the following
questions: (each response should be
reflective and substantial i.e. at least 5 sentences).
·
Which theme did you
identify as having a potential shadow side?
Actually, analytical is also my potential shadow side.
·
How is the shadow
side of this theme exhibited in your life?
“You do not necessarily want to destroy other people’s
ideas”. That’s a quote from my
theme. However, I feel like that
sometimes I can be brutally honest when I don’t think someone has a sound
theory behind an opinion or idea. Though
I am not trying to destroy their idea for the sake of destroying their idea, I
am sometimes unable to let what I perceive as a bad idea to go by
unchallenged. This results in people
taking my questioning as a personal attack.
An in the case where someone did something that they perceive as being a
favor to me they can end up feeling as if I’m ungrateful towards them for their
actions.
·
What knowledge and
skills do you need to acquire in order to develop this theme and employ it as
strength?
I think I have
to remember not to rely on a single theme at a time. When I am completely analytical, I can
definitely show the shadow side of the theme.
However, if I remember to balance analytical with individualization it
works out nicely. I fulfill my need to
question things. But I approach it in a
manner that doesn’t leave people bristled and feeling the need to defend
themselves. Instead, it leaves them
willing to discuss potential downsides to their ideas and how it can be
bettered. That is the balance I seek.
Revisiting your incident through the eyes of
your strengths
You have
spent some time reflecting, understanding, and writing about your strengths and
how they play a role in your life. Now,
take some time to think back to the incident that brought you into the Student
Conduct office.
Now, provide a five to seven sentence synopsis of your
incident. Then answer the questions below regarding your strengths and the incident
(each
response should be reflective and substantial i.e. at least 5 sentences).
Incident Synopsis:
I’m a panel
member
1. How were your strengths present directly before, during,
or directly after your incident?
I’m panel member
2. Where did you fail to use your strengths directly before,
during, or directly after your incident?
I’m a panel
member
3. Do you think your strengths could have helped you doing
the incident? Why or why not?
I’m a panel
member
4. Do you see any of your strengths as “shadow strengths”
during the incident?
I’m a panel member
ACTIVITY 5.6 Moving beyond
barrier labels
In the previous activity, you were asked to consider the
implications to the application of talents in a negative way. In this activity, you are asked to consider
if you discount your talents and the potential strengths of others.
·
Great talents are often hidden behind negative labels.
o Have
you ever mistaken a powerful talent for a weakness? Has anyone used unflattering terms to
describe the ways in which you most naturally think, feel, and behave---your
greatest talents? How do we sometimes create barriers that hide the value of
our talents?
o How
can we manage our talents so that they don’t become a barrier? How can we create opportunities to use our greatest
talents by presenting them in a positive way?
·
A weakness-seeking mindset or simple unfamiliarity can
easily lead a person to misidentify and
undervalue exceptional talents.
o Think
about it: We all have known a person
with great “Learning” talents who was brushed off by some as “just a
bookworm.” It is also likely that we
have all known a person with tremendous “Positivity” talents who was discounted
as “naïve” or “fake” or “ditzy”
o Those
are barrier labels----terms used when talent is mistakenly devalued and
dismissed as weakness.
o These
barrier labels can be a clue to a great talent.
o When
we don’t see each other for who we really are and our talents for the value
they offer, we create barrier labels, and we lose opportunities to contribute
and develop our most valuable talents.
·
This activity is designed to help you think about how you
can maximize the positive nature of talents by managing the barrier labels that
people often place upon talents.
o Think
about your Five Signature Themes.
o What
are the talents that make up each talent theme?
o Identify
the barrier labels you or others might use to describe each of your talent
themes.
o What
are some common misperceptions that may cloud recognition of the valuable
talents this person has to offer?
o Can
you think of anything that might be difficult about working with someone who
has powerful talents in this theme?
o What
might drive you crazy if you worked with that person?
·
Then, they should consider the positive presentation of
each talent theme:
o Identify
alternative words or phrases that they could use to describe a person that
honors that talent theme.
o What
are the positive traits that a person who is especially talented in this theme
might add to a partnership or team?
o What
are some words or phrases that characterize the positive nature and potential
of the talents that comprise this theme?
o What
would be beneficial about working with someone who has powerful talents in this
theme?
Identify
the barrier labels you or others might use to describe an individual with each
talent theme. Then, identify alternative words or phrases that you could use to
describe a person that honors that
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THEME
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Barrier Label:
Instead of saying this . . .
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Talent Enabler:
Say this .
. .
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Example: Significance
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recognition hungry,
self-focused,
needy
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seeks outstanding
performance, does things of importance, independent
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Competition
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Low self-esteem, always has to compare himself to others.
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Unwilling to settle, always strives to be the best.
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Individualization
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Naïve, thinks everybody is special
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Seeks to find what each person can be good at, strategically uses
people to make perfect teams
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Ideation
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Likes to argue for no reason, looks down on people with conventional
ideas, weird
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Questions why everyone always puts ideas or decisions in black or
white boxes, seeks to show the world that the grey area is so much more
practical, albeit on unused.
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Analytical
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Stubborn, mean, ungrateful
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Unwilling to back down from a topic because of emotional
complications. Seeks to find the
exact, provable truth in any situation.
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Achiever
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Unhappy, don’t have time for people, always on the go
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Seeks a fulfilling life and thinks of idle time as a waste of the
gift of life.
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ACTIVITY 2.5: The
Talent Connection
Below, place your five Signature Themes in the first
column. Then, think about what those Signature Themes allow you to do. Identify
one specific example of when you have recently used each theme. An example is provided for you (each response
should be reflective and substantial).
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THEME
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WHAT
THIS THEME ALLOWS ME TO DO
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WHEN/WHERE
I RECENTLY USED THIS THEME
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Example: Restorative
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I listen well and can provide
suggestions that help others solve their problems.
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A friend was having a disagreement with
her boyfriend. I was able to understand the situation and give her advice on
how she should handle the situation.
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Competition
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Allows me to put in 100 % effort towards being the best.
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During a Res Life Olympics competition I managed to lift more weights
(in repetition) than any other person to get points for my team. I was fueled by competition because I was
probably the weakest person out there.
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Individualization
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Allows me to know how to approach each person differently.
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As an RA it has helped my residents feel comfortable to come and talk
to me for any reason.
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Ideation
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It allows me to see things from what is usually an unheard of
perspective.
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I recently had a political discussion with two of my friends, one
extremely liberal, and the other extremely conservative. We all left the discussion with a better
appreciation of the similarities between the two sides.
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Achiever
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It pushes me to keep going a little more than I should.
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I recently stayed up the whole night, before a workday, to work on a
report for school and the research thesis for my internship. Neither of them was even due the next day
but I felt like I hadn’t done anything that day yet.
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Analytical
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Allows me to dispassionately and objectively view ideas.
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When talking to my friend about a business idea he had, I was able to
help him discern between actual facts and the emotion/passion he had for the
project.
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ACTIVITY 5.7: Commit to Cultivate---
Being of Service-using your
Strengths
VT
Hokies
Ut Prosim
VT Engage
Hokies Respect
Invent the Future
Principles of Community
Orange Obligation & Maroon
Mindset
These words are what we hear and are ingrained in our daily
life as a Hokie. These words are powerful. How do you plan to use your
Strengths to serve others?
When considering how to be of service, there are five
important issues you must address.
1. What is your mission?
2. Whom will you serve?
3. What needs, problems, or concerns will you
try to address?
4. What are some ways to serve in which you
could use your strengths?
5.
How
will you be of service?
Part One: What Is Your Mission?
Having a mission refers to the difference you want to
make---the effect you want to have.
Forming a mission is a demanding task.
You may want to revise or refocus your mission several times during your
life, but you can begin the process now.
Ideally, you will have a lifestyle that works together
with your sense of mission. You might
choose to “live out” your mission in the context of your family life, career,
or leisure time activities.
Whatever the case may be, the questions below will help
you focus your mission and think about the relationship between your life and
your mission.
- What social problems concern you most?
- What kind of people (age, socioeconomic,
ethic-culture group, problematic conditions, etc.) are you most concerned
about?
- How do you want to be remembered? What will your lasting legacy be?
What
is your mission? Consider beginning your mission statement by filling in the
following blanks:
- I want to make a difference in the lives
of….the average person.
- I want them to become……enlightened and
unbound by the conventional.
Part Two: Whom Will You Serve?
Given your sense of mission, whom do you want to serve?
I want to serve the average person. It isn’t very specific but that’s just how I
feel. I’m an RA for that reason, I joined
the committee for that reason, I run at the rescue squad for that reason and I
want to get involved in healthcare for that same reason. The specifics aren’t that important to me, as
long as at the end of the day, I know that I made a difference, however small,
in someone else’s life.
Part Three: What Needs, Problems, or Concerns Will You
Try to Address?
Now that you have identified whom you will serve, the next
issue involves the particular needs, problems, or concerns you will be
addressing. So let’s be specific. As you think about the individuals you want
to serve, consider the following:
What are their needs?
I think the average person in the U.S. needs to be more open
minded.
What are their problems?
I think the problem of the average person in the U.S. is
that they are too bounded by the conventional, unwilling to stray from the two
options of thought presented to them on any given issue.
What concerns are you trying to address?
I want people to stop only looking at the black and
white. No matter what the issue, I don’t
think two people, let alone an entire nation, can be boiled down into either
agreeing with it or disagreeing. Where
is the grey area? For example, why are people either for or against
Obamacare? Most people don’t even know
the full details of the plan before they start spouting off an opinion. I find it impossible to believe that with a
plan that comprehensive every person can’t find one part they like and one part
they dislike.
What resources are available to you to address their
needs, problems and/ or concerns?
At this point in my life my resource
is just myself. I try to be in a
position where I can make a difference and open someone’s eyes to start making
pragmatic decisions of their own. But
all I have is my own voice to speak and myself to “walk the talk”.
Part Four: Using Your Strengths to
Serve
Review your talents in light of the needs, problems, and
concerns you have identified above. Think about how your individual talents
might be leveraged to address one or more of the needs, problems, and concerns
you identified. Try to make some
specific connections.
My strength in Competition could
be used to
address
fight to see my theory seen as the top theory.
My strength in Indivualization could
be used to
address how
different people need to be approached on order to be able to have a serious
conversation with them.
My strength in Ideation could
be used to
address The
strange yet strangely enlightening angle that I want everyone to consider
My strength in analytical could
be used to
address The
facts, to make sure I keep myself on track and don’t stray towards emotional
pleas; keeping only facts in the mix.
My strength in Achiever could
be used to
Address A
day by day, little by little expansion of my ideas. I know that I won’t be happy unless I feel
that I’m actually being productive.
Part Five: How Will You Be of Service?
By using your strengths in response to the needs, problems,
or concerns of those you are serving, you are not only fulfilling a sense of
purpose, but you are also developing your strengths. As you answered the questions in parts 1-4,
some ideas may have emerged. Think about
the times when you know you have helped particular individuals. What did you do? How did you serve them? This simple process of reflection can give
you considerable insight on how to serve in the present and the future.
 |
Your
challenge: Help others become more aware
of their natural talents. Then,
encourage them to develop their talents into strengths. Encourage those you serve to apply their
talents and strengths to the needs, problems, or concerns that they are
confronting.
Thank you for completing your Exploring Your Strengths
activity worksheets! Please proofread
your work and make sure you have answered the questions completely.
At this point, put your workbook into your Scholar
dropbox (or email it to your hearing officer).
After you have submitted your activity workbook you
should contact your hearing officer to schedule your Exploring Your Strengths
follow-up meeting.
At your follow-up meeting you and your hearing officer
will discuss your assignment.
Additionally, you will
complete a follow-up survey.
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