How to Leverage Your Strengths Early on in Your Career

Below are audio and video plus a transcript of the conversation, including time stamps.

Leaning into your Top 5 or Top 10 CliftonStrengths talent themes -- and the themes of those you work with -- can put you a step ahead as you begin your work career. And if you can start learning about your talents and strengths before you enter the job market, even better. If you are new to CliftonStrengths and don't yet understand how they work, now is a great time to start. Branden Mills, Talent Development Specialist at Gallup, joins the webcast with some timely tips to get you moving into a lifetime of making the most of your strengths, regardless of your current situation.

If you're starting to get into the CliftonStrengths world, and you're understanding what your strengths mean, don't be afraid to lean into people who don't really have similar strengths as you.

Branden Mills, 8:13

The biggest thing that I do is I look at people's strengths before I meet with them. And it really helps me understand how people are going to think and ... react and ... look at the task that we have at hand.

Branden Mills, 19:11

I would definitely say [to college seniors] ... take the opportunity to learn a lot more about your strengths. ... When I say it's a game changer, I ... completely mean that. It changed the whole aspect on how I look at things.

Branden Mills, 23:27

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.

Meet Our Guest on This Episode

Jim Collison 0:18
I'm here with Branden Mills today. And Branden, we're talking a little bit about leveraging your strengths early in your career. And, and I've been around a while. We're gonna, I think we're gonna kind of talk about this and use you as, talk about it in a series. But let's get to know you a little bit. Tell us, Branden, tell us your Top 5 and a little bit about your current role here at Gallup.

Branden Mills 0:39
Yeah, absolutely. So my Top 5 are Intellection, Positivity, Discipline, Connectedness and Learner. And I will say that's a pretty interesting bunch there, and I'll talk a little bit about that here in a bit. My role here at Gallup is Talent Development Specialist. And with that role, I kind of just say I like to help develop people. It's kind of my favorite thing to do is making sure that people can see the best possible versions of themselves here at Gallup. So something that I love doing here at Gallup.

Jim Collison 1:06
Yeah, what have you, can you give me a specific example of some, something in your role that you've taken on that you really have enjoyed doing?

Branden Mills 1:14
Yeah. So the biggest thing that I do, I think, when it comes to helping develop people, is I'm pretty much in charge of our whole onboarding process here, where they have the opportunity to learn about their strengths, their developmental process, and making sure that they actually need and have the tools to equip them to do their job successfully. And it's pretty great to just see everyone, you know, smiling faces when they first get here, right, I'm taking them on a tour or they're going through our training process. They're just so, they're just amazing people that come through our door.

Jim Collison 1:43
You really satisfy the Q01, Q02 and some of Q03 in our Q^12® process, right, helping people know what's expected of them their first day, right? Helping people make sure they have the materials and equipment to do their role on their first day. And then, of course, getting, having them have the opportunity to do what they do best sets up for onboarding. How important, what have you learned about the onboarding? You know, we have some, we'll probably have some Certified Coaches and some folks that, strengths enthusiasts. What have you learned about the onboarding process that's so important to somebody's first day? How's that affected you and what you've learned, thinking about that through a strengths lens?

Branden Mills 2:21
I think, when looking at, when looking at people when they first get here, I think the biggest thing is, you know, their first 30 days are the biggest times of their career when they first get here. And what I've noticed is that people are really intrigued to learn all about what the company is, what they do, and why they're, you know, Why is it so important that I'm here? And for me, as I started to understand why people really are intrigued in understanding all that stuff, it helped me really do my job more effectively, and making sure they have the opportunity to develop themselves and understand the necessities that they need to know. And then as I started to grow a little bit and figure things out, we, I started to learn more about like a strengths developmental process inside of that. So, and it all just tied back to their strengths. So it's a great experience for me to see how people interact with each other, how they can learn more about their strengths, and how they can just grow from their first day from getting here.

Jim Collison 3:22
That's awesome. Tell us your Top 5 again. And by the way, I'll tell individuals listening on LinkedIn, if they've got questions for Branden, throw them in chat. We'll be taking those questions here, as we're doing this live. But Branden, thinking about your own Top 5 -- and remind individuals listening what your Top 5 are again -- and then let's talk a little bit of how they fit into your role here specifically.

Branden Mills 3:44
Yeah, so my Top 5 once again, it's Intellection, Positivity, Discipline, Connectedness and Learner. And, you know, when I think how that really ties into my role, so I lead with Relationship Building, Jim, so I love to just talk to people, you know; it's just a habit of mine. And so it really just fits in perfectly with the onboarding process. I get a chance to communicate with a lot of our new hires and implement different types of learning opportunities for everyone here at the company. And so as I kind of just go through my role and understanding how people work, that Relationship Building really comes out, and I get a chance to really talk to people, build those connections with others and showcase my Positivity to others again, as well.

Jim Collison 4:28
No, I love that. We ask this question all the time about themes that you lead with, and you think about your current role, and I'm going to maybe do the two, two phases of this question. One, how do you feel you're leading in your current role today, or what are you leaning into? And then how is that different than maybe before you started here?

Branden Mills 4:48
Oh, that's such a great question. I think when looking at the, the biggest theme that I lean into, I would have to say, my Positivity is the biggest one. And I'd love to see if anyone has Positivity too. Feel free to just throw that in chat.

Jim Collison 5:19
I've seen a few out there. Yeah, we have a few.

Branden Mills 5:04
So Positivity is my biggest one. I think it showcases in everything that I do. You know, when people just look at me, they're like, "Oh, you're always so happy all the time!" I'm like, "Well, Positivity No. 2; I got to showcase it." And I really just see it -- when I first got here, I don't think I really see my Positivity as much. I just thought I was like a happy person. And as I started to learn a little bit more about my strengths, I had the opportunity to really connect with people and see how I interact with others. And as I started to interact with others, it was like, Oh, you're just a great person to be around. And I'm like, Oh, I guess that Positivity really is shining through there. So it was a, it was a big opportunity for me to kind of just learn a little bit about it.

Jim Collison 5:44
Yeah, you're, you're I have Positivity 6. And, and your office is actually just a few steps away from mine. And so we get the opportunity to work together, and definitely, that's been -- I think, in a lot of cases, you know, we often talk about good partnerships having opposite or having complementary themes. But for you and I, it's the same theme. And I think we both lean into it when we're ever together. So I've always appreciated your partnership, when we think about that, and one of the reasons that I wanted to get you in this environment and let you talk to people. How is that different today? So let's go back to the second part of that question. How do you see that today versus before you started here at Gallup or before you started thinking about this career through a strengths lens?

Branden Mills 6:29
I think when looking at that, I think before I got here, my understanding on strengths were, I guess it wasn't really too big for myself. And, you know, I had took the CliftonStrengths Assessment when I first was a freshman in college. And I looked at it, and I had the opportunity to just go, Oh, this is pretty interesting. But I never really used it. It was one of those things I would just look at here and there, and it always, it kept my mind, you know, thinking and racing. But I kind of seen that similarities of how my strengths work and a lot of the things that I was doing, but I never really put it into action.

Branden Mills 7:07
And as it translated to me getting here, you know, the opportunity of me to actually learn a little bit more about my strengths, I seen those really go into action when I started doing a lot more of my work. I started seeing it going into action when I had the opportunity to talk to different types of people. And I feel like I've just grown tremendously. I also had the opportunity to become a Certified CliftonStrengths Coach, which really helped out and helped understand what my strengths are, what they mean. And it was just a big opportunity for me to just grow and develop myself, in taking that dive to understand what my, my strengths truly mean.

Leveraging Your CliftonStrengths Talent Themes in Your Role

Jim Collison 7:43
That's great. As we think about, and as you think about some practical tips for those early in their career thinking through this, you've learned a lot in that as well. How do you think, what kind of tips would you give those thinking about, maybe they've just gotten their, their CliftonStrengths -- their Top 5 or an All 34 report? They're thinking about how to leverage this in the role that they're in. What kind of tips would you have for them, Branden?

Branden Mills 8:09
I think one of the biggest things I would say is that, you know, if you're starting to get into the CliftonStrengths world, and you're understanding what your strengths mean, don't be afraid to lean into people who don't really have similar strengths as you. I think that's a big thing for me. I think I started to actually just realize that a couple months ago, Jim, but I don't have a lot of Influencing themes myself. And so I lean into those people who do have them, because they have a lot more input and opportunities to give those, those things that I do not have. So it's almost like filling in the gaps there.

Branden Mills 8:40
One -- I will say this really quickly -- one, one, the people who lead with [Maximizer] have become my best friends, I tell you that. They, they make everything I create tons better. And it's the best experience. So, you know, it's OK to realize that if someone has, you know, Strategic Thinking Domains, and you don't really have that many, lean into those people, because they'll be great partners, if you're not really looking at it from that lens. Another thing I would say is, Be vocal about what your strengths are. A lot of people really want to know what your strengths are, and the opportunity that you get to talk about those strengths and really give people the chance to understand who you are really opens up a lot of doors and gives you those keys to have the accessibility to take a deeper dive into who that person is, as well.

The Advantage of Working in a Strengths-Based Culture

Jim Collison 9:26
When you're thinking about a culture that may be strengths-based in a sense, or where folks know their Top 5, What kind of advantage do you think that gives in, in approaching that conversation? So as you're thinking, you know, if I already know and I've got it posted on my door, what kind of advantage does that give you working with me in the conversation, do you think?

Branden Mills 9:49
It's, I think it's a, it's a big step up. One of the things I do here at Gallup is, you know, I think, my first month here, I walked around the entire floor of ours, and I looked at everyone's strengths. I was just like, Oh, what do these people lead with? A lot of, a lot of Achievers, a lot of Learners. And it really just helps you understand how people operate. And, you know, the biggest thing that I think I could have done is I looked up my manager's strengths before I actually had the opportunity to meet him. And it helped me understand how he thinks, how he processes things, and how I can really be the best partner to him. So for a lot of the corporations and companies who have their strengths posted, or, you know, it's just somewhere where it's accessible for people to view, you kind of just get a step up on how to, you know, be a lot more effective when working in that organization or company.

Jim Collison 10:38
I love that. The, there's almost like, you can, you can preplan a meeting, right? You kind of like, OK, if I haven't met this person before, and I think early in someone's career, you're gonna get a lot of those opportunities where, where there's a lot of, there's a lot of new people around you, although, to be honest, during this great, this time of Great Resignation, I've -- the Great Transformation, I've started calling it, in some ways, as organizations are being transformed -- all of a sudden, I, there's so many new people here at Gallup that I don't know, that gives me an opportunity to do that same kind of, and I'll call it personal onboarding in some ways. I have to onboard these folks onto my, you know, into my environment and figure out, OK, who are they? How can I use them? How could they fit into the team framework? Right?

Getting Granular With the Application of Your Strengths

Jim Collison 11:31
Let's, let's do that with you really quick. As we think about your Top 5 -- now, you have the advantage; you know all 34. So you can go beyond the Top 5 if you want. If you think about applying that or how you've applied it into your role specifically as, you know, onboarding or learning and development here, walk me through that process of, What are you thinking about? Take one, take a task that you need to do, and then let's apply some, some themes to it for, to get that -- because I do have high Maximizer -- to get that maximization out of it. Let's talk a little bit about that.

Branden Mills 12:04
Yeah, definitely. You know, and I'll talk about one of the things that I'm going through right now that we're rolling out as a company is our annual compliance training, right? And it takes quite --

Jim Collison 12:13
By the way, super fun. Compliance is always super, everybody loves it; they get super excited about it. When are we doing compliance, Branden? When are we doing it, right?

Branden Mills 12:22
You know, I wish, I wish I had comments like that all the time, Jim. But when looking at it, you know, I have this approach. So I lead with Intellection, right, so I'll start with that. Before compliance even starts, I really have to have time to myself to just really think and lay out how I can organize our compliance learning and how the company, how it can be useful for the company, how people are actually going to complete the training, and how we can make it really engaging for a lot of our associates here. So I'll take maybe like a week, Jim, to really plan things out in my head first. And that's really just my Intellection showing there. And then from there, I lead with my Connectedness as well, so that's going to be No. 4. And what I'll do is I'll make connections with everyone; I'll talk to, you know, our Legal team; I'll talk to my manager, my, my someone else who's on my team, as well, and make those connections to really get their input and see how can be the best way that we can make this a lot more effective than previous years.

Branden Mills 13:20
And then looking at my, my other strengths as well. So I'm also a big advocate for Includer, and that's my No. 6. So I love to just pull people in and make sure, you know, what are they actually seeing when it comes out to this training? Like how can I improve this? How can I make this a lot more useful for you, not as much on the tedious side, but, you know, make it a lot more engaging for a lot of our associates? So that strengths process there, when I kind of lean into my strengths and see how I can really roll out this training and help people out, I lean into my strengths, you know, big time. And going back to my point too, Jim, is I will lean on, you know, people on my team as well for different types of input that I may not have in my Top 10. For example, you know, my boss is, he has Activator pretty high. So it's somewhat difficult for me to just go ahead and get started on some things. But he has Activator, and he can just get us started right away. And I'm like, OK, well, I guess it's time to go. And, and that really just helps me a lot when it comes into our compliance learning.

Knowing Your Manager's Talent Themes

Jim Collison 14:20
Now your Go To is Dean Jones, and a lot of folks listening on this call, they know Dean Jones, right. Dean, of course, joins me on Called to Coach all the time, is a fabulous teacher. How do you, you've mentioned Dean's themes and your themes. As you think about your relationship to your manager, then, and this theme combo, How often do you find, or what's the advantage to knowing that for you specifically, in some ways? And how does that help you just kind of be a member of the team?

Branden Mills 14:51
I think, when looking at that, I think it's, it's one of the best feelings. I think when you know, when you know the person's strengths that you're working very closely with, you really know how to fit, and how you guys really fit into each other perfectly. So as I started to, you know, talk to Dean a lot more frequently as I first got here, and understood his strengths and took a deeper dive into really seeing, you know, what his insights were on his strengths, it helped me realize how he processes things, what he expects from me and really how we can work, you know, cooperatively. And it really helped me basically plan out for like the future and how we can get things done. And it's really just a big advantage, when you have the opportunity to look at someone else's strengths that you're working very closely with, and really develop this type of plan that you guys can execute and get things done successfully, based upon those strengths. It's one of the biggest things I think I've, I've really learned here.

Jim Collison 15:53
Yeah, it's a huge advantage, I think, to be able to know those things that your, your manager, the, a project manager -- doesn't even have to be a direct, you know, direct manager in that. But it gives you kind of that leg up that gives you this ability to quickly get to the point, as opposed to maybe trying to dance around it. Right.

Branden Mills 16:14
Exactly, exactly.

Jim Collison 16:16
Yeah. So it's great. It's awesome. We're getting your questions in, which is awesome. Continue to throw those in there. But this question came in from chat: Did you know your strengths before you went to work at Gallup? Curious about the value of understanding them through the job search. Branden, talk a little bit about that.

Branden Mills 16:32
So I actually did; yes, I did. When I first discovered my strengths, I was a freshman in college. I went to Midland University. And as I went there, the first thing that we do is you go through your strengths assessment, and you figure out what your strengths were. And like I said, I didn't really use them as much. And I think that's my biggest regret right now is that didn't really use them; I didn't know how to use them. But as I, you know, I had the opportunity to actually come here to Gallup, which is the greatest thing, and I took that deeper dive into understanding what my strengths were, I learned a little bit more about myself. And it has been the biggest, by far biggest, discovery of understanding how I can be effective in my role, effective in life, effective in every aspect that I do. And I also took the step forward to becoming a Certified Strengths Coach as well. So that, you know, just gave me the bonus there. But it was by far the biggest thing I could have done is coming here to Gallup, because it, it really just expanded my, my idea around strengths and how I can discover myself a lot more frequently.

Your CliftonStrengths Themes and Your Resume

Jim Collison 17:34
What about in the job search? As you were coming here, how do you think you used that? Did you use it in building the resume? Did you use it in the interview? Talk a little bit about the actual process.

Branden Mills 17:47
So I definitely added it on my resume before I actually even applied here to Gallup, but I think showcasing what your strengths are, I kind of knew, you know, if I showcase what my strengths are, people can kind of see the type of person that I was. And as I was going through the job search, it was, it was one of the funniest things is because, as I, you know, I knew about my strengths already as a freshman. And as I got to my senior year, I was like, you know, I've drove past Gallup a few times; beautiful building. I was like, you know, what, why not? Like, why not just do it? And so I applied to Gallup. And I did something great, because I'm here. But it was, it was, it was pretty interesting to go through the, you know, the interview process, because I didn't really mention my strengths as much. But the questions that I was asked about, about my strengths, I started to lean into it a little bit more. And that was basically the discovery there when I actually wanted to take that deeper step into understanding what my strengths were, before I even got the job here. And as I got here, I got the opportunity to learn a little bit more about those strengths.

Your Strengths and the Team(s) You're On

Jim Collison 18:51
Yeah, I think, I think well said in that. Another question: Jim, Branden, what are your favorite ways to use strengths with internal and external teams? Branden, I'll throw that -- I've got, I've got a, something to say. But, Branden, what about you? How are you, your favorite ways to do that?

Branden Mills 19:09
Wow, that is such a great question there. I think internally, the biggest thing that I do is I look at people's strengths before I meet with them. And it really helps me understand how people are going to think and how they're going to react and how they're going to look at the task that we have at hand. So as far as working internally, it's, it's, like I said, it's a big step up. And as you, before you even get to the meeting, it's almost like you know that person already. So you can execute, depending on the project, perfectly. Because you already know what they're going to want, what they're going to want to know, and how they're going to want to execute.

Jim Collison 19:47
I think sometimes -- and by the way, we're still taking your questions in chat. So if you've got questions for us, throw those in there. We'd love to have them. I think, Branden, sometimes people think it's a one-and-done exercise. We meet together as a team, maybe, for the first time, do a little bit of a Focus on You, talk about strengths and then, and then we don't, we don't come back to it. And I think actually, the framework, at least for me, has worked best in times of stress. If the team's getting ready to go into a stressful time, or if we're, if we're already there, and we're battling a little bit. Like I have the saying, "Where two or more are gathered, there is conflict." It just happens, right, no matter, no matter what the intentions are. And I think coming back to, coming back to these themes, right, coming back to this idea of, "Hey, wait a minute, we're struggling" -- well, first of all, to be able to call it out. We're struggling a little bit. This isn't as, going as well as I had hoped.

Jim Collison 20:41
Let's, let's focus a little bit -- tell me, tell me what themes, because sometimes these strengths bang up against each other. Right? And so calling that out in context and saying, oh, yeah, you're -- my, my Woo, which drives some folks crazy -- my Woo is killing your Deliberative because you're, I'm, and I have Woo-Activator, which is even worse. So I'm moving fast all the time. And Strategic-Deliberative is like, Hey, I need some time to think about this. And really all I, I just need to know that right? Then I'm OK. Yeah, I don't, I'm just moving because that's my natural tendency, right? But, but I can slow it down, if I know it's going to help, it's going to help you, give you some time to think about it in that case. The other one -- I mentioned this when we first started here -- was taking like themes and maximizing them to the potential. You and I both have this high Positivity. And so when we get together, it tends to be a pretty positive conversation in maximizing that.

Branden Mills 21:43
Fireworks.

Jim Collison 21:44
Yeah, yeah. No, it's always good. I enjoy spending time with you. It's a, it's, it's I enjoy just grabbing lunch with you or just, just chatting with you in the hallway. And, and that begins, those kinds of conversations can begin to accelerate productivity, I think is what it is. Right. Any other, as you think about that, this idea of using them with, internally, any other, any else, anything else come to mind, Branden, for you?

Branden Mills 22:10
I think when looking at, you know, just as you're looking through your themes, too, it's always just one of those big things to, I think, you know, going to your point, Jim, you know, we both have Positivity pretty high. I think making connections with people based upon their themes and understanding that people have similar themes as you, it can be a really interesting experience. Because some people may not perceive their themes the same way, you know; no themes are really the same for everyone. I think when I look at my Positivity compared to, you know, your Positivity, it may show up differently. I'm a person that just smiles all the time; if I'm talking to someone, I'm just gonna smile. I'm also going to talk positively on anything that I'm doing. I'm not really just like a negative person. So for some people, they might just be a person who looks at the positive aspect of everything. So it's one of those great things to make those connections with people who have similar themes as you.

Tips on Strengths for College Seniors

Jim Collison 23:00
Yeah, no, right on. You had talked about putting the, you know, putting these themes in your resume. What kind of advice would you give, if, you know, if you went back to the, your, the college you graduated from and you're talking to a group of seniors, and they're getting ready to put resumes together, whatever. What kind of advice would you give them? And then maybe even about talking about in the interview. Thoughts on that?

Branden Mills 23:24
I think the biggest thing that, you know, if I had to go back to a lot of the seniors back in my college now, I would definitely say -- and if you're, they're, they're chiming in here now -- definitely, definitely take the opportunity to learn a lot more about your strengths. It is, when I say it's a game changer, I actually like completely mean that. It changed the whole aspect on how I look at things. And it made me a lot better of a person. And it made me a lot better associate here at Gallup. And so, another thing I would say when it comes to, you know, during the interview process, and as you're going through jobs, if you have the opportunity to see other people's strengths, definitely go in and do that before your interview. Because it helps you understand the type of person that they are, the things that they might be looking for. And really, like I said, it's almost like you know that person already before you even get a chance to meet them. So definitely those, those two tips of advice can really go a long way.

Advice for Those New to CliftonStrengths

Jim Collison 24:22
That's great. We just have a few minutes left, and I want to ask you this one final question: What advice would you give to someone who's new to CliftonStrengths? And, you know, you, you were around it in school; now you're a Certified Coach, so the pressure is on. What advice would you give to someone who's new to CliftonStrengths?

Branden Mills 24:39
If I had to give advice, the, the biggest thing I would say, if you, you have the opportunity to, to become a Clifton -- a Certified CliftonStrengths Coach, definitely do it. That is my biggest, biggest tip of advice right there. I think if you're really interested in strengths and you're not a Certified Coach, that is that big step up for you to understand a little bit about strengths. And you can coach other people about the information that you know. And it's the biggest, the biggest game changer there, because you have the foundation on understanding what your strengths are. But taking that next step up can really just change your complete aspect on how you look at strengths as well. And I guess my other my other tip of advice for someone who's, you know, is really interested in strengths is, if you don't have the opportunity to become a CliftonStrengths Certified, a Certified CliftonStrengths Coach, just learn more about strengths. It's, it's, it's a really big opportunity for you to develop yourself and look into your, your insights a little bit deeper, because the, the opportunity for you to, to understand yourself a little bit more can go a really long way.

Jim Collison 25:42
From a personal learning perspective, do you have a go-to tool or something that you, that you use to kind of, to continue to learn about, about it?

Branden Mills 25:52
Yes. So I actually, I have these on my card here, at my desk here. And I'll go ahead and pull them up. But I have these opening cards. So whenever someone comes into my office, it's one of the tools I got after become a Certified Strengths Coach. And I love to just ask people those questions to get their insights on how they use their themes, and how they can actually learn a little bit more about their strengths.

Jim Collison 25:52
That's awesome. Branden, thanks for taking the time today to be a part of this. Appreciate you coming out.

Branden Mills 26:03
Of course. Thanks. Thanks for having me.

Jim Collison 26:06
Yeah. We'll remind those listening that if they want to get more of this, we've got a whole bunch of this kind of content that's available now in our CliftonStrengths Podcast. And so, if you haven't subscribed to that on any podcast app, search "the CliftonStrengths Podcast"; we try not to make it too difficult to find it. Go out there, subscribe to it. You can also catch our YouTube channel; just search "CliftonStrengths," and we have tons of resources available for you. You're gonna see Branden again, because he's going to come back here shortly at some point and actually interview our producer today. Reilly's going to jump in there and have that conversation, so you get an opportunity. So stay close to us on LinkedIn; make sure that you're following the CliftonStrengths channel or the CliftonStrengths page there on LinkedIn and all things CliftonStrengths. Thanks for coming out today. Thanks for joining us and all your questions. With that, we'll say, Goodbye, everybody.

Branden Mills 27:08
Thank you.

Jim Collison 27:09
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.

Branden Mills' Top 5 CliftonStrengths are Intellection, Positivity, Discipline, Connectedness and Learner.

Gallup^®, CliftonStrengths^® Q^12® and each of the 34 CliftonStrengths theme names are trademarks of Gallup. Copyright © 1993-1998, 2000 Gallup, Inc. All rights reserved.