{"id":112197,"date":"2023-09-05T09:40:00","date_gmt":"2023-09-05T13:40:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=112197"},"modified":"2023-09-07T15:58:53","modified_gmt":"2023-09-07T19:58:53","slug":"best-gallup-strengths-for-leaders","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/best-gallup-strengths-for-leaders\/","title":{"rendered":"The Best Strengths for Leaders: Gallup’s 4 Recommendations"},"content":{"rendered":"\n

What’s Gallup’s leadership philosophy<\/a>? What are the best Gallup strengths<\/a> for leaders?<\/p>\n\n\n\n

Gallup is a business research and consulting company that Strengths Based Leadership<\/em> by Tom Rath and Barry Conchie bases most of its research on. Their book lists four strengths that leaders should capitalize on based on their innate talents, with the help of a well-balanced team to fill in the gaps.<\/p>\n\n\n\n

Keep reading to learn more about the best Gallup strengths for leaders.<\/p>\n\n\n\n\n\n\n\n

Know Your Strengths and Stick to Them<\/strong><\/h2>\n\n\n\n

Along with the best Gallup strengths for leaders, Gallup research concludes that all good leaders know their strengths and apply them well<\/strong>. By doing this, you\u2019ll be able to proficiently execute the tasks you\u2019re skilled at without causing trouble in areas you aren\u2019t well-suited for. In contrast, if you don\u2019t know your strengths and weaknesses, your team may suffer for it. For example, something you think you do well you might actually do poorly, which can create more problems than help for your team. Thus, a lack of self-awareness<\/a> can cause your employees and customers to be unhappy and stressed.<\/p>\n\n\n\n

(Shortform note: It\u2019s especially important to know your strengths and weaknesses when you\u2019re a leader in a hierarchical organization. In Leadership Strategy and Tactics<\/em><\/a>, Jocko Willink explains that one of his superiors in the military occupied a leadership position he wasn\u2019t effective in. Because of the military\u2019s strict hierarchy\u2014and because the leader wasn\u2019t open to other people\u2019s advice\u2014other team members weren\u2019t able to compensate for the leader\u2019s weaknesses. So although Willink argues that people with good leadership qualities naturally tend to rise to leadership positions, he acknowledges that institutional chains of command often prevent this from happening.)<\/p>\n\n\n\n

How Gallup Defines Strengths and Why Strengths Matter<\/h3>\n\n\n\n

Conchie and Rath explain that leaders commonly mistake strengths in the workplace as lengthy experience or trained competence in a certain area. As a result, leaders often overlook the potential impact of individuals\u2019 positive personality<\/a> traits and natural talents, which are more critical when crafting a successful team<\/a><\/strong>. For example, if you\u2019re hiring someone for your sales team based solely on their sales experience, you might neglect that another candidate with less experience also has great relationship skills that could get your sales team to work better together. <\/p>\n\n\n\n

Moreover, Gallup research shows that when a leader fails to invest in an employee\u2019s strengths, that employee has only a 9% chance of being engaged with their work. On the other hand, when a leader recognizes their employee\u2019s strengths and encourages these, the employee has a 73% chance of being engaged. The authors say encouraging strengths is critical because high employee engagement<\/a> has been shown to increase the likelihood of their respective company\u2019s success and improve team members\u2019 individual well-being. That\u2019s in part because being aware of your strengths increases your confidence, which leads to better job satisfaction, income, and health<\/strong>. On the other hand, focusing on weaknesses will lower your team\u2019s confidence and performance.<\/p>\n\n\n\n

The authors categorize people\u2019s natural strengths into four themes: executing, relationship-building, influencing, and strategic thinking<\/strong>.<\/p>\n\n\n\n

Strength #1: Executing<\/strong><\/h4>\n\n\n\n

People who execute can bring ideas to fruition<\/strong>, doing whatever it takes to get something done. There are a variety of qualities someone may have that help them excel in this category. For example, they may possess discipline<\/strong> to help them stay on track toward a goal, a sense of personal pride in working hard and achieving<\/strong> things, or a sense of responsibility<\/strong> for their team\u2019s success.<\/p>\n\n\n\n

To demonstrate what an executor looks like in action, the authors share the success story<\/a> of Wendy Kopp, founder of an education-focused nonprofit called Teach For America. Kopp exemplifies the executing theme with her dominant characteristics of achievement<\/em> and responsibility<\/em>. After realizing the lack of quality education available to underprivileged children in the US, Kopp felt a personal sense of responsibility<\/strong> to create education opportunities. She worked persistently<\/strong> to organize a team<\/a> of talented people and has now gathered hundreds of millions of dollars in funding.<\/p>\n\n\n\n

Strength #2: Influencing<\/strong><\/h4>\n\n\n\n

A person who influences can get others on board with their ideas<\/strong>. They possess qualities such as confidence, persuasion, and the ability to impress others<\/strong>. For example, you may exude so much confidence when you step up to take control of a project that your team feels convinced you\u2019re capable of succeeding, so they support you. To convince people who aren\u2019t as easily swayed, you may have an instinct for knowing what team members or clients want to hear or see to help you get through to them.<\/p>\n\n\n\n

For example, the president of the Ritz-Carlton Hotel Company, Simon Cooper, knew his company\u2019s strength was customer service and he capitalized on this to expand its influence. He confidently showed off his team<\/strong> to guests, which won him loyal clients. In one case, he invited the musician, Bono, to accompany him to a meeting with the hotel\u2019s housekeeping staff. Cooper believed so strongly in his team\u2019s excellent service that he broadened the company\u2019s offerings to include private, luxury residences. Although many people questioned this risky expansion of the brand, Cooper\u2019s confidence in his company won him many buyers<\/strong>, and the venture was successful. <\/p>\n\n\n\n

Strength #3: Relationship-Building<\/strong><\/h4>\n\n\n\n

Relationship-building is what helps your team perform as a cohesive whole<\/strong>. Conchie and Rath characterize this strength with sub-qualities such as optimism and compassion. For example, if you\u2019re a relationship builder, you may be able to keep your team’s spirits up during a difficult day, which ultimately helps them perform better and complete the necessary objective. You\u2019re also able to relate to individuals and mentor them to help them feel included and valuable to the team, which will help them work better together.<\/p>\n\n\n\n

We\u2019ll explore what relationship-building looks like by examining the success of Mervin Davies, a former CEO of Standard Chartered. He credits his success to his investment in relationships. In particular, he emphasizes a few relationship-building habits:<\/p>\n\n\n\n

1. By communicating honestly and openly<\/strong> with his employees about the decisions he made for his company, he earned their trust, which is essential for good relationships.<\/p>\n\n\n\n

2. Davies also<\/strong> trusted his employees by empowering them with responsibility and freedom<\/strong>. By knowing his own capabilities and the capabilities of people around him, he was able to assign people to tasks they\u2019re suited to handle and free himself to do what he does best as an executive, coaching people.<\/p>\n\n\n\n

3. By listening to his team,<\/strong> he got to know their strengths and deepened his relationships with them. This way, he knew how to empower individuals on his team more effectively.<\/p>\n\n\n\n

Strength #4: Strategic Thinking<\/strong><\/h4>\n\n\n\n

Strategic thinkers help their teams grow by analyzing performances and suggesting possibilities for improvement<\/strong>. Conchie and Rath explain that this strength involves being analytical and effective at consultation. For example, if you\u2019re a strategic thinker, you may have an eye for noticing inefficiencies in your team\u2019s performance and formulating an alternative game plan that saves time and increases productivity.<\/p>\n\n\n\n

To show what strategic thinking looks like in practice, the authors point to Best Buy\u2019s CEO, Brad Anderson. Anderson started as a sales associate at the Minneapolis-based electronics retailer that would eventually become Best Buy, and as the company grew, he ascended the ranks to CEO. His keys to success are his enthusiasm for learning<\/strong> and ability to ask great questions <\/strong>to uncover critical information. For example, he questioned whether a commission-based sales model<\/a> was best for their stores, and after surveying customers, he realized this model made customers feel pressured by sales associates. So, he adopted a more relaxed model of browse shopping, where customers could shop fully stocked items at their leisure. This model was widely successful and was adopted by many other retailers soon after.<\/p>\n","protected":false},"excerpt":{"rendered":"

What’s Gallup’s leadership philosophy? What are the best Gallup strengths for leaders? Gallup is a business research and consulting company that Strengths Based Leadership by Tom Rath and Barry Conchie bases most of its research on. Their book lists four strengths that leaders should capitalize on based on their innate talents, with the help of a well-balanced team to fill in the gaps. Keep reading to learn more about the best Gallup strengths for leaders.<\/p>\n","protected":false},"author":14,"featured_media":84198,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[45,14,43],"tags":[1253],"class_list":["post-112197","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-management","category-self-improvement","tag-strengths-based-leadership","","tg-column-two"],"yoast_head":"\nThe Best Strengths for Leaders: Gallup's 4 Recommendations - Shortform Books<\/title>\n<meta name=\"description\" content=\"There are four natural strengths that leaders can capitalize on Check out Gallup's best strengths for leaders to find yours.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shortform.com\/blog\/best-gallup-strengths-for-leaders\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Best Strengths for Leaders: Gallup's 4 Recommendations\" \/>\n<meta property=\"og:description\" content=\"There are four natural strengths that leaders can capitalize on Check out Gallup's best strengths for leaders to find yours.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.shortform.com\/blog\/best-gallup-strengths-for-leaders\/\" \/>\n<meta property=\"og:site_name\" content=\"Shortform Books\" \/>\n<meta property=\"article:published_time\" content=\"2023-09-05T13:40:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2023-09-07T19:58:53+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/s3.amazonaws.com\/wordpress.shortform.com\/blog\/wp-content\/uploads\/2022\/11\/two-business-women-managers-leaders.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1844\" \/>\n\t<meta property=\"og:image:height\" content=\"1238\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Katie Doll\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Katie Doll\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.shortform.com\/blog\/best-gallup-strengths-for-leaders\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/best-gallup-strengths-for-leaders\/\"},\"author\":{\"name\":\"Katie Doll\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/c3e1b539e89423b544ede91ab2bff937\"},\"headline\":\"The Best Strengths for Leaders: Gallup’s 4 Recommendations\",\"datePublished\":\"2023-09-05T13:40:00+00:00\",\"dateModified\":\"2023-09-07T19:58:53+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/best-gallup-strengths-for-leaders\/\"},\"wordCount\":1317,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/best-gallup-strengths-for-leaders\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2022\/11\/two-business-women-managers-leaders.jpg\",\"keywords\":[\"Strengths Based Leadership\"],\"articleSection\":[\"Business\",\"Management\",\"Self-Improvement\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/www.shortform.com\/blog\/best-gallup-strengths-for-leaders\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.shortform.com\/blog\/best-gallup-strengths-for-leaders\/\",\"url\":\"https:\/\/www.shortform.com\/blog\/best-gallup-strengths-for-leaders\/\",\"name\":\"The Best Strengths for Leaders: Gallup's 4 Recommendations - 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