I hear a lot of reflections about how to apply your CliftonStrengths talent theme of Analytical to your career.
In this series, you get one strength per post so that you can add to the insights from your StrengthsFinder report and make an even stronger alignment between your current job and your strengths.
– If you’re exploring this concept as a manager, use this series for career development ideas and even new clues about responsibilities you could give a person with this talent theme so that they can show up at their best.
– If you’re exploring this concept for yourself, use this as a chance to build a reputation for your strengths so that you’re more likely to be given assignments that live in your strengths zone.
You’ll get three layers to chew on:
1. Career Branding
2. Red Flag Situations At Work
3. Fresh Application Ideas
Career Branding When Analytical Is Your Strength
You probably already have a reputation for what you know. Think about your personal resume, CV, or your LinkedIn profile, I bet it’s full of “the what,” which are things like job titles, skills, knowledge, expertise, or the degree you earned. What’s missing is usually “the how,” and this is where your StrengthsFinder talent themes live.
Chances are good that you are a lot like my StrengthsFinder training clients, where you don’t physically see your teammates and customers every day. So many of us work on remote teams. That’s why LinkedIn has become so important for career branding. It’s how your teammates, customers, and vendors go look you up before a meeting – to see who they’re about to talk to. And rather than only telling them what you know, you should also give them a peek at how it is to work with you.
Here are a bunch of Analytical-related adjectives to consider using in your career branding efforts and your LinkedIn profile:
- Numbers Oriented
- Data Driven
- Level Headed
- Deep Thinker
Red Flag Situations For Analytical
These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Analytical. They could even make you want to quit the team if they get really bad. So I’ll give you a couple of these to be on watch for — because if they fester, you might become detached or disengaged at work.
Here are two Red flags for Analytical:
- Drama. If you lead through Analytical and you feel surrounded by constant drama on the team, it might suck the life out of you. Of course, workplaces have humans, so you’re going to have conflict and hurt feelings from time to time. At the same time, if you feel that decisions are continuously swayed by a heart-led focus that discounts the facts, you’ll be drained. If you have to work with a teammate who is highly emotional at every meeting, you might suspect that they’re unable to do the critical thinking necessary to do the job well. These high-drama situations will likely frustrate the heck out of you.
Trust The Process Decision-Making. Imagine leading through Analytical and going through a big merger at work. You’re analyzing all of the angles, trying to figure out what the job will be in the future, and whether you’ll even have a job. Your leader keeps telling you “have faith.” The concept sounds simple, yet that likely won’t fly with you. Any version of, “just trust us” or “just do what I say” or “just believe us when we tell you we’ve thought about it from every angle.”…well, that won’t cut it for people who lead through Analytical. You will often need to see the sausage-making that people are trying to buffer you from. You want to know the ugly underbelly so that you can weigh the real facts rather than the sound bites. In fact, it can be helpful to communicate this need with your leader during tough times – that even when the underbelly is ugly, if you know the decision points and assumptions, you can get settled in the same way as the people who are comfortable with blind faith. It’s counterintuitive to many people, so this is an important red flag to explore and discuss with your leader.
3 Fresh Application Ideas for Analytical
These are ways to apply the talent theme of Analytical at work, even when the job duties on the team feel pretty locked in. If you’re exploring this concept as a team manager, be sure to have a conversation around these ideas. You’ll both be able to come up with places to apply them.
For someone who leads through Analytical, put this talent to good use with one of these options:
Poke Some Holes. You’re optimistic about something, but it’s high stakes. You want to be sure you’ve thought through all of the assumptions, downsides, risks, and objections. As a leader, this is the perfect time to bring in your team member who leads through Analytical. They can poke holes, be a skeptic, and give you watch-outs that you’d never think of. And in this context, it feels great because they’re doing it as a contribution rather than as a negative nelly.
Deeper Insights. If you have a mound of data, and you don’t know what story it should be telling you, hand it off to someone who leads through Analytical. Ask them to bring back their top 3 insights. Besides allowing them to have fun swizzling the data in pivot tables and charts, you’ll get a new lens on an otherwise overwhelming pile of numbers.
Level-Headed View. Imagine a situation where you need to make a go / no-go decision about a service you currently offer your customers. Most of your team is emotionally attached to this service because it’s the one that allows them to have tight relationships with customers. The simple mention of a go / no-go decision puts the team in a frantic, emotional state. This is the perfect task to give to someone who leads through Analytical. Ask them to provide the qualitative and quantitative data that will allow you to make a level-headed decision about this service. Come up with a rubric that is grounded in logic. With a scorecard and analysis in mind, this person will be able to put their personal preferences aside and get you a well-reasoned dissection.
Here’s Your Personal Branding Homework
- Go take action on your LinkedIn profile with the career branding section. Challenge yourself to write one sentence in the About section of LinkedIn that captures how you collaborate as a teammate at work.
- Then think over the red flags to see if there’s anything you need to get in front of before it brings you down. You might decide to make the situation mean something different, or pre-plan a reaction for the next time it comes around.
- And finally, volunteer your talents through the application ideas. If you’re a manager, have a conversation with your team members about which of these things sound like something they’d love to have more of.