I recently worked with an emerging leader within a non-profit organization who was eager to enhance their impact and influence. They were interested in developing public speaking skills, building stronger relationships with donors, and exploring a move into a different department in the organization. Despite their dedication and potential, they felt unsure about their current level of influence and wanted to grow their leadership presence.
Challenge:
This leader recognized the need to be more assertive in meetings and improve their communication skills. They struggled with making their voice heard and contributing confidently in discussions. They came to me seeking guidance on how to leverage their strengths and build their leadership capacity.
Approach:
- CliftonStrengths Assessment and Self-Awareness:
- We began with the CliftonStrengths assessment to identify their top talents. This assessment helped them gain a deeper understanding of their unique strengths and how these could be applied in their leadership role.
- Together, we explored how their strengths could enhance their communication skills and assertiveness in meetings.
- Strengths-Based Development:
- Assertiveness Training: I encouraged them to take on a more assertive role in meetings, using their strengths to contribute confidently. We worked on strategies to assert their perspective earlier in discussions, helping them trust that their unique lens was valuable.
- Public Speaking and Communication: Leveraging their strengths, we practiced public speaking in a way that felt authentic. I provided exercises and feedback to help them communicate more effectively with donors and colleagues.
- Balcony and Basement Effect:
- I helped them recognize both the “balcony” (positive expression) and “basement” (potential pitfalls) of their strengths. We worked on managing over-assertiveness or hesitancy, ensuring their contributions were balanced and impactful.
- Ongoing Coaching and Action Items:
- We set specific goals to practice these new skills in real-world scenarios, such as leading parts of meetings, engaging with donors, and exploring career opportunities in other departments in the organization.
- I also encouraged them to identify opportunities for self-advocacy and practice transparent communication rooted in realistic expectations.
Results:
- Enhanced Self-Confidence: Through our strengths-based approach, they gained greater self-awareness and confidence. They learned how to use their strengths to speak up more assertively in meetings, resulting in more impactful contributions.
- Improved Communication: With plenty of opportunities opportunities to practice, their public speaking skills improved. By using their natural talents, they were able to communicate more authentically and effectively with donors and team members.
- Increased Influence: They successfully expanded their influence within the organization, contributing to more strategic discussions and building stronger relationships with stakeholders. They were even recognized for their emerging leadership qualities and nominated for an internal leadership award.
Conclusion:
Using CliftonStrengths-based leadership principles, this leader was able to increase their impact and influence within their organization. Through self-awareness, targeted skill development, and practical application, they transformed their approach to leadership and communication.
If you’re ready to increase your leadership impact, understanding and applying your unique strengths can be the key. Let’s work together to unlock your full potential.
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