This is part 2 of Complimentary partnerships through the unlikely pairs of the CliftonStrengths themes. For those of you who missed part 1, you can read it here.
The key question asked from the first article was:
“How can people with very different strengths work together?”
I’m attempting to answer the question by examining the polarities that I derive from the unlikely pairs from the list of CliftonStrengths 34 themes. From Gallup’s research data, the unlikely theme pairings which bring insights into polarities are:
1. Deliberative - Woo;
2. Developer - Command;
3. Empathy - Self Assurance;
4. Discipline - Ideation;
5. Harmony - Strategic;
6. Maximizer - Restorative;
7. Positivity - Deliberative.
In this part 2, I will be touching from the fourth to the last pair. I will share my observations of how each theme within the pair has contrasting thinking, feeling and behavioural patterns. I will attempt to name the polarity so that we get an idea why these pairings can be powerfully complementary. Again, these are my own personal views as a coach based in Singapore.
4. Discipline and Ideation
People with Discipline require their world to be predictable. They set up routines and they need precision. They like things to be in order and planned. The need for structure often means they prefer to work within the box and not be taken by surprises. People with Ideation, on the contrary, enjoy newness and seeing things fresh. They are energized by out-of-the-box ideas. Innovative solutions are new perspectives developed on familiar challenges. They are often easily bored by routines and enjoy going beyond previously set parameters to develop fresh ideas and perspectives.
What does this partnership bring out?
The named polarity here is the need for stability AND change. Often, the routines bring a sense of predictability, which in turn, bring a sense of stability and safety. In a country like Singapore where survival is often a key narrative, stability at work is a need that workers require. On the other hand, what workers need and what businesses want creates the tension. Businesses need constant change and innovation to adapt to the dynamic business landscape. People with Ideation brings innovation and fresh perspectives. Leveraging this polarity helps to create a needed dynamic critical to building high performance teams.
5. Harmony and Strategic
People with the Harmony theme look for areas of agreement and consensus. They instinctively listen out for shared points of views. They prefer to help team members find common ground and have a preference for emotional efficiency, even if it means going on a longer route together. The journey towards camaraderie is often more valued than output efficiency. People with Strategic, on the other hand, prefer operational efficiency and having speed. Finding shortcuts is in the DNA. The results are often more valued than the team building process. They seek the path of least resistance and are prepared to rock the boat if they assess that a new path might bring greater results.
What does this partnership bring out?
The named polarity here is the need for emotional efficiency AND the need for output efficiency. To build a sense of togetherness, there is often the need for alignment through some levels of consensus building. Moving too fast without team alignment creates conflicts which in turn creates an emotional state that can be detrimental to team performance. Having the right level of emotional efficiency is helpful.
On the other hand, in the fast moving world of businesses, there is also a need for output efficiency and getting results. Leveraging this partnership allows for constructive exchanges on when it is critical to get buy-in from the team and when it is necessary to act efficiently and with speed to achieve the required outcomes. Leveraging this polarity creates more respect for each other and ultimately creates a stronger bond within the team. .
6. Maximizer and Restorative
People with the Maximizer theme see their world through the lens of excellence and beauty. They dislike mediocrity and being average. To a Maximizer, fixing something that is broken is akin to taking something from below average to average. That process takes a great deal of effort and often does not bring quality results. Maximizer prefers to focus on strengths to enhance quality and create high performance. On the other hand, people with Restorative love to solve problems. They see the world as a broken world and the world can be a better place by solving one problem at a time. Statistically, this pair is also the most unlikely to appear together in an individual’s top 5.
What does this partnership bring out?
The named polarity here is Exceeding Expectations AND Meeting Expectations. Customers are constantly looking for higher levels of quality in products and services and making comparisons. Customers are also ready to complain if the products and services are not up to the committed standards. Leveraging this polarity allows for the delivery of strong business results.
Another possible polarity is building on strengths AND managing weaknesses. Leaders have often seen how a non-performing member pulls down the overall team performance and morale. Managing the weaknesses of team members is part of a key process to build high performance teams. Yet, self-actualization is a powerful driver. The ability to achieve excellence through focusing on our strengths is greatly desired. This polarity creates a powerful partnership in the people development space.
7. Positivity and Deliberative
People with Positivity are generous with praise, quick to smile, and always on the lookout for the positive in any situation. They have the desire to keep environments lighthearted and look to inject vitality and life into areas that feel dead and lifeless. People with Deliberative on the other hand are always on the lookout for danger and what might go wrong. They believe that life is better when expectations are managed well and precautions are well taken.
What does this partnership bring out?
The named polarity here is being optimistic AND realistic. Having an optimistic mindset helps us to have lightness in our approach at work. People with Positivity often draws on this lightness to spread the positive energy around. When team members catch on the positive energy, there are more laughter, a greater sense of psychological safety and more effective collaboration. In times of setback, the positive energy empowers the team to be resilient. On the other hand, having the realistic mindset helps the Deliberative to actively anticipate challenges that might derail the team’s efforts. The realistic mindset often carries a sense of burden which in turn, creates a sharp focus on delivering results. Creating back up plans and planning for worst-case scenarios are the norm.
Leveraging this polarity creates the ability to draw on the lightness to create a positive team spirit and the operational prowess of burden to create focus.
In conclusion: the above examples illustrate how many of the CliftonStrengths themes can be powerfully leveraged. The conflicts in perspectives between the different themes are not problems to be solved. They should be seen as perspectives to be leveraged. Leveraging these polarities can help teams and businesses thrive in this VUCA world.
Written by Victor Seet
Activator • Communication • Strategic • Self-Assurance • Command
As a Gallup and Newfield Certified Leadership Coach in Singapore, Victor is passionate about helping people be better observer of themselves to achieve the results they want, especially in the area of well-being and performance. Victor intentionally integrates the strengths-based and ontological approach into his leadership coaching and workshops.
