In this series, I break down 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 Consistency 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.
We often see two distinct “flavors” of the Consistency talent theme. You may have one. You may have both. One is fairness in the treatment of people. The other is standardization for processes. So here are a bunch of Consistency-related adjectives to consider using in your career branding efforts and your LinkedIn profile:
- Rule Enforcer
- Guardian of Equality
- Promise Keeper
Red Flag Situations For Consistency
These are the cultures, interactions, or situations that might feel like soul-sucking drudgery to someone with the talent theme of Consistency. 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 Consistency:
Constant Customization. If you lead through Consistency, you might prefer stable routines and clear guidelines. If you do, you could feel very drained at work if all processes seem to be up for negotiation and tweaking. You have a keen eye for standardization and ways it could serve your team or customers better. If you feel like you constantly have to battle people to get them to follow the guidelines, it could be a real soul-suck for you.
Special Favor. If you lead through Consistency, you might have more of the people-fairness variety of the theme. With this, you believe that people should be treated equally. If you observe a team or a person getting unfair advantages or special favors, it will annoy you. If you see a specific person getting an unfair disadvantage, you might even find yourself taking action as their advocate. If you’re in this environment and it feels unfair to you, you would likely feel drained by the culture because it runs counter to your personal values.
3 Fresh Application Ideas for Consistency
These are ways to apply the talent theme of Consistency 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 Consistency, put this talent to good use with one of these options:
Document Things. If you like the process side of Consistency, document processes so that they can be referenced by new hires or people new to that task. That way, the likelihood of inconsistencies goes down because they’re following your steps rather than loose verbal instructions that Emma-down-the-hall mentioned.
Stabilize After Change. After a re-org or merger or team shake up, you’re likely going to create new norms, routines, and standards for yourself. It would be something that you naturally do because you want to get back to a routine that feels normal again. This is a great time to offer your processes to the team. Imagine how a standard operating procedure guide might help others find some calm in a sea of chaotic change. Even if you make something as simple as the “who does what” list, it will help people figure out the new norms.
Rules Role. Look for responsibilities that allow you to establish or enforce guidelines. Even in knowledge worker roles, I’ve seen people become the creators of the team manifesto or the “keeper of the brand promise.” It’s a way to help the team keep standards, even when they’re inconvenient. Get an ISO 9000 certification. Become a Six Sigma black belt. Volunteer for compliance-related responsibilities.
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 Summary 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.