Includer: Highlights From Your CliftonStrengths 34

Join Jim Collison and Maika Leibbrandt as they talk about your Includer talent theme -- helping you unlock the power of truly understanding yourself through how you get things done, influence others, connect with people and think critically -- on this Theme Thursday Season 5 webcast.

NEW for Season 5: Below is a full transcript of the conversation, including time stamps. Full audio and video are posted above.

Jim Collison 0:00

I'm Jim Collison and live from the Gallup Studios here in Omaha, Nebraska, this is Gallup's Theme Thursday, Season 5, recorded on September 19, 2019.

Jim Collison 0:21

Theme Thursday is a Gallup webcast series that dives deep into the CliftonStrengths themes, one at a time. And today's theme is Includer. If you're listening live, love to have you join us in our chat room. There's a link on the live page right below the video window. Actually, on the new live page, it'll be above the video window. So a little bit of a change there as you're going. If you have any questions, you can send us an email: coaching@gallup.com. Maika Leibbrandt is our host today. She's a workplace consultant here at Gallup. Maika, always great to see you. I'm talking fast because we're having internet problems. Welcome to Theme Thursday.

Maika Leibbrandt 0:50

Thanks, Jim, you did it, you got through it. Thank you so much. Gosh, it's great to be here and get to talk today about the theme of Includer. And if that's one of those themes at the top of your profile, typically within the first 5 to 10 in rank order, it means it's one of those dominant themes for you -- something that always describes you. Of course, the magic of CliftonStrengths and the entire sort of strengths-based development assumption is that you get the very most out of looking at those patterns of behavior that come naturally to you, rather than trying to add where where you have some some other patterns that are missing. Your greatest chance to succeed, whether that's at work or anywhere, lies in strengthening what you naturally do best and doing more of it on purpose. So today, if you do indeed possess a great deal of Includer talent or care about someone who does, this podcast is for you.

Jim Collison 1:38

I don't so this is a magical talent for me -- I really love it when I see it in people. But what does it mean to have it as a top talent theme?

Maika Leibbrandt 1:44

Yeah, if you've got dominant Includer, it means that you accept others. You are aware of when other people feel left out, and you show that awareness through the efforts that you have, and that you demonstrate to bring them in.

Jim Collison 1:57

And how -- with people with this, how might they noticed it in their life?

Maika Leibbrandt 2:01

It might be easy for you to think about the experience someone else is having. You probably do this without trying. It's almost like cerebral empathy. Whereas the CliftonStrengths theme of Empathy would be you feel what other people are feeling, I think Includer is you consider other people's perspective, and you can almost -- not necessarily put yourself into their shoes, but put yourself into their vantage point. For people with Includer, the party is never too big, the guest list is never too long. You don't see reasons to limit involvement as quickly as other people might; you do see that there are ways to make room for people, for more people all the time. You might like to shop around ideas before they become real solutions or before you commit to them. It's it's about thinking through other people, really that external capacity that many of the Relationship Building themes have really to sort out how do other people see things? How does it make them feel? And then what am I going to do that's going to be inclusive?

Jim Collison 3:01

Now I know why I like it so much, because it's a big party or like a little bit like Woo -- Woo likes that as well. What potential blind spots might hold people back from excellence with Includer?

Maika Leibbrandt 3:10

So this is not a diagnosis; there's no scientific guarantee -- just our responsibility, if you have Includer, to understand how your theme might be perceived by others. I think when we're looking at this idea of blind spots, really what we want to look at is how do we get even better by conceiving of perhaps how we could get in our own way. So for people with high Includer, including other people is simple to you; you spot the similarities that we all share. But that might not be as simple -- it might not be as clean for other people to see. Know when you're introducing unnecessary complexity by introducing more people to the equation. So understand that there's more than one way to invite people. You could expand your ability to consider experiences outside your own by perhaps inviting consideration of others instead of actually inviting others. Rather than making the guest list longer, challenge people who are already there who are already at the party or the meeting or on the team to consider those who aren't. So it's not just being the -- it's not just being the tour guide who brings the whole party with you. It's also, I think, in many ways, being the liaison, being the spokesperson for others. Or you could even ask, Hey, try saying I think we would benefit from having somebody else's voice before we make this choice. Is it OK if I invite them?

Jim Collison 4:35

I had an admin, Angela, who has Includer very, very high. And she was awesome for me when I was putting together events, lists of things, things where we needed to make sure we thought through everybody and it was great. What else, when we think about a role that Includer can play on a team -- if Angela and I were the team there, what other roles can Includer play on a team?

Maika Leibbrandt 4:57

So page 21 on the CliftonStrengths 34 report is an incredibly popular page. Again, that entire report is really meant to be seen as an expandable file of information about your talent. If you want to dive into this section, you're diving into How does this relate to others in a group? And Includer falls into the Relationship Building domain, when we think about what is the role that it plays in terms of leadership? These are the themes, the Relationship Building themes, are those that describe people whose ease and excellence comes in connection to other people. So Includer specifically thrives in existing relationships; it also creates a welcoming environment within the team. There's always a seat at the table when there's an Includer on your team. Includer can work from the head or the heart. I think that's an important piece to think about. Includer working from the head -- so I think about Includer at the boardroom table looks like somebody fighting for individuals or or standing up for groups who are excluded or ignored. Includer in relationship might look like somebody extending an invitation, welcoming people onto a project, reaching out to those who might be on the edge and making sure that they feel like they're coming into the circle -- feeling comfortable as part of the whole.

Maika Leibbrandt 6:10

It's a Relationship Building theme that is significantly others-focused. It's not just about gathering and having the relationships; it in and of itself is about considering relationships even outside of your own. It's -- I've got high Includer, it means that I feel better when other people feel included. Let's compare it to a couple other Relationship Building themes. This is where it can get a little tricky. And there was a question on one of our social media platforms this week that I loved because I enjoy words and I also enjoy these theme definitions. And I can play around with ways to describe the differences between these themes and the similarities between them for days. The question was about two pretty similar themes, and what's the difference? And I went back and forth of how's the best way that I can describe this? And then I had to stop myself and remind myself, and hopefully it's an opportunity for us all to remember as well, that the real value of CliftonStrengths does not come in naming the themes. It comes in helping people improve their performance. So if you -- please don't get stuck with a client or with a loved one or in a relationship, trying to sort out whether that's your Includer or your Empathy and what the difference is between the two. When you're working with a client, when you're coaching somebody through CliftonStrengths, what matters is that they can identify strength; that they can identify those moments of flow, that ease, that excellence, that enjoyment, and they can think about habits where they can re-create that.

Maika Leibbrandt 7:36

So what matters is not necessarily whether you're identifying the textbook-correct strength; what matters is what you're doing with it. That being said, having a accurate understanding of this language that we all want to call common makes it more possible for us to reach those great moments faster. Having this common language for these themes of talent certainly helps us all. So in that spirit, with a slight public service announcement for great coaching, we're going to compare Includer to a couple other Relationship Building themes. First I want to do Includer, Empathy and Relator. So Includer says I invite you; Empathy says I feel you; Relator says I want to know you on a deep level. If we just look at Relator and Includer, Relator is comfort with my inner circle; Includer is sincerity with an ever-expanding circle. Includer might ask, What do we share? Individualization asks, What makes you unique, or What's different about us? In partnership, so maybe Jim, your example of just you and Angela together, Includer can do a couple things in a partnership: It can expand your influence by helping you consider different perspectives or experiences -- even think about the way that Jim described his relationship with Angela being she puts together great guest lists so that I'm not forgetting anybody. Includer can introduce you to new people, or even new ideas. Includer can quickly feel comfortable amongst lots of different people, again, because you can see some of those similarities between them. Includer can sort to What do we share? What do we have in common? Notice what makes people unique, but also what makes them unified.

Jim Collison 9:18

Yeah, as a manager, it's a really key role to have someone kind of looking over my shoulder or watching my back for those kinds of -- that kind of communication. When we think of -- Did I, was i including everybody? Did I get get the guest list, so to speak, correct?

Maika Leibbrandt 9:33

Yeah.

Jim Collison 9:34

Any other clues when we think about advice on communicating well with Includer -- any other clues you'd give?

Maika Leibbrandt 9:39

I don't mean for this to sound quite as loopy as it's going to, but be prepared for other people to have a presence inside their brain. See, it sounds weird. But what I mean is, when you're communicating with somebody with high Includer, they might naturally consider other individuals, or identify quickly as part of a community or part of another group. So when you're communicating with Includer, understand you're also communicating with them as part of a whole. Ask them to explore connections they have to others, even a simple question like, Hey, who else should we invite? is a very well-placed question that's going to honor their talent. Also know that exclusivity is not a way to appeal to somebody with Includer typically; talk about togetherness, talk about the experience of the whole rather than singling out any one person or any one group of people.

Jim Collison 10:29

So what might inspire someone with Includer?

Maika Leibbrandt 10:34

Anything that positions them to make connections or open doors for others: consider development opportunities, invite them to help with onboarding or introducing social or emotional elements of the team. You could also encourage them to focus their talent on your customers; they might be really great at breaking down barriers that exist among client or customer groups by identifying those commonalities and being that first face. It's similar, I think there's a similar thread between Woo and Includer, and that thread is hospitality, that they both can create a welcoming sort of space. Now they probably do it for different motivations. Includer says, I'm making you feel welcome because that's how you make you feel like you're a part of this. And that can be a great sort of a warm handshake across the aisle for your customers or your clients. I also think about development of ideas or projects that would succeed across a broad audience, not just something that's reserved for a few people.

Jim Collison 11:33

You talked a little bit about success with this, and we've been the season talking a lot about how we practice this. So how does someone with Includer practice this talent every day?

Maika Leibbrandt 11:43

So this line I found in Strengths Based Leadership, I just have to read it. It's "Other people will relate to each other through you." Think about that, if you've got high Includer, you might be an inclusiveness conduit that other people are going to relate to each other with -- through you. So practice calling out something that you appreciate about your partners in front of their partners. You can be a stronger conduit of those connections. If you're in a meeting, make it a point to recognize or celebrate people who are there, out loud. I would also say make make your invitations a habit. Find ways to keep that metaphorical door open. People enjoy the stability of knowing that they always have a seat at your table, even if they don't ever sit down. So maybe if you've got Includer, today you can reach back out to someone that you maybe notice could use a repeat invitation.

Jim Collison 12:40

This idea of recognition is kind of a team accelerant in a lot of ways, when we think about team formations, putting teams together, teams working together. Really love that the practice of Includer can be that of recognition. In other words, recognition can get contagious when everybody's doing it and Includers can think through, Are we getting the right recognition? You can't can't fake it. But are we getting the right recognition to everybody in the group that deserves it? And I just appreciate that talent. If you want to talk about team and team successes, or even individual relationship successes, I think Includer has a little bit of a secret there in being able to make sure that is recognized. Speaking of practice, we've been spending time this season through these talent-mindfulness exercises and, Maika, they continue to get good feedback. What -- how do we want to talk about it today?

Maika Leibbrandt 13:29

Well, speaking of recognition, Jim, I think you're really going to like specifically our talent-mindfulness for today. This is a way to practice your talent -- it's for you, it's for you right now, in a very Includer move, you don't need the CliftonStrengths theme of Includer for the next 3 to 5 minutes to be beneficial for you. I would invite you now to just drop any expectations, clear your expectations, drop your baggage, just spend the next 3 to 5 minutes really investing in your own self. So let's let's start just by emptying your lungs, push all the air out of your body to the point that you feel almost uncomfortably deflated. Now breathe in slowly through your nose, as if you're inhaling through a small focused stream of oxygen. I want you to hold that renewing, refreshing breath at the top is it fills your lungs, your trunk, your body. And now exhale through your mouth, dropping anything that you carried into this practice. I invite you to close your eyes for the next 3 to 5 minutes, or if that's not comfortable for you, just turn your gaze downward so that you're not distracted by anything that you might be seeing.

Maika Leibbrandt 14:47

Today, we're going to focus on the idea of belonging. There are two elements of wellbeing that require other people in order to improve: social and community wellbeing. Social about having a lot of love in your life, and community is about feeling a connection to a larger group of people. When we're thriving in wellbeing, our talents show up in healthy ways for ourselves and for others. This matters quite a bit. And it is something that we have the control to influence. This exercise is not about whether or not you belong somewhere. It's about cultivating that sense of belonging for others. Imagine you've been placed on a nominating committee for an important award. It's for having a meaningful impact within a group of people. And this award is kind of magical. You see, it doesn't come with a trophy necessarily. It comes with 3 wishes. The recipient of this award gets to select 3 ways that they would most like to be recognized. And the budget is infinite.

Maika Leibbrandt 16:03

Wait, hold on, I have some more news. This just in -- you're not just on the nominating committee, you've been promoted. Congratulations. Now you are the sole decision-maker of who should receive this very important award. And again, the award is for having a meaningful impact within a group of people. So of all the people that you have seen, heard or felt connected to this week, pick one. Who deserves special celebration for the impact they have had on others? If everyone that you've seen this week was standing on your front lawn or your doorstep, which one steps forward in your imagination as being especially deserving of this award that you get to give? See their face, hear their voice.

Maika Leibbrandt 17:00

Now imagine yourself delivering this award to them. What is it you would tell them is the reason they deserve this award. This is pretty fun to imagine. Now, I want you to come back from the magical dream space of your mind and into the planning for reality reflection space of your mind. The person that you just nominated to receive this great award -- in real life, they need to hear what you think. You see them, you see the impact that they have. It's very likely that you are seeing their talent at its very best. And you see how they magnify the human element of a community. Write it down today and share it with them. More breaking news from the chair of this huge award committee: You are so good at this, at giving this award, that you have recently been elected to recognize someone with this exact same award every single week. That's right! The magical, huge, "make 3 wishes with no budget too large" award regenerates once it's been given. Go make a difference. That's your talent-mindfulness for today. Back to you, Jim.

Jim Collison 18:28

Thanks, Maika. I've been spending a lot of time thinking about recognition just over the last couple weeks and just the importance of it and so, by the way, we didn't collaborate on that at all.

Maika Leibbrandt 18:39

It was just a really great moment when you mentioned recognition, I was like oh, yeah. Something's happening.

Jim Collison 18:43

Yeah, no, we've been spending a lot of time -- I spoke in to a user group the other day, and and just talked a little bit about the importance of recognition team accelerations and the way you get people productive faster. And, and so it just -- it's good. I'm glad we talked about it today because I think that's one of those important things. I think it's the secret sauce of making teams really, really productive is make sure you have good recognition systems available for them. I think your Includers can can help in that area as well.

Jim Collison 19:11

Well, with that we'll remind everyone to take full advantages of all the resources we have available at -- and I get to say something different -- my.gallup.com as of this weekend, the Gallup Strengths Center will be redirecting over -- that's our Gallup Access Platform; gallup.com/access is another way of getting to that as well. And of course, all of our resources are moving this weekend as well: gallup.com/cliftonstrengths are going to be there so a lot of a lot of heavy lifting going on, speaking of recognition and including, in that space -- a lot of that going on as well here. If you're interested in becoming a Gallup-Certified Strengths Coach or want a list of any of our courses that lead to either certifications or just some smart learning, you can get a list of all of them, global global classes around the world: courses.gallup.com. If you want to join us live, and why wouldn't you? for one of these webcasts, we'd love to have you follow us on Eventbrite, and that is not changing, so gallup.eventbrite.com -- b-r-i-t-e.com, available out there as well. The show notes for this program, wish I had an easy link for you to get to those, but if you ever land on gallup.com/cliftonstrengths and see these posts, they're available -- complete transcripts and timestamps available for you as well. Join us on our Facebook group, a great way to kind of stay up with everything that's going on. That is facebook.com/groups/calledtocoach -- all one word, calledtocoach -- we'd love to have you join us there. And many of you find it this way -- this little CTA, this call to action at the end, many of you have heard it and joined us, so we want to welcome you to the group as well. If you're listening live, stay around for No. 2. If you're listening to the recorded version, just play the next one on your podcast player! I want to thank you for joining us today. With that, we'll say, Goodbye everybody.