Understanding and Investing in Your Developer Talent -- Season 4

To learn more about Gallup's additional strengths resources, visit
the Gallup Strengths Center: http://on.gallup.com/1l04XVZ.

On this Theme Thursday Season Four webcast, Jim Collison, Gallup's
Director of Talent Sourcing, and Maika Leibbrandt, Senior Workplace
Consultant, talk about Developer.

The essence of Developer is noticing potential, spotting signs of
progress in others, and deriving satisfaction from evidence of
growth. It is being drawn to people based on what they can become.
Individuals with Developer help curate experiences that lead to
improvement.
When Developer is at its best they are accepting of others. It’s
the idea that Developers themselves are hopeful and the effect that
has on other people is that it can create teams full of hope. It’s
the natural ability to say tomorrow is going to be better than
today which can be a powerful motivating factor. Individuals with
high Developer bring patience to the team, especially when they’re
dealing with inexperience because they are not stuck on where we
have been or where we’re at today, rather where we are going.
Developers are thoughtful and smart about how to configure winning
contributors and effective teams. Developer is about the belief
that every person we encounter is on the pathway to getting
better.

Look for opportunities to be out loud encouraging. Other people
aren’t going to notice the incremental growth that you notice so
celebrate in a way that gets noticed. You see not just what is but
what can be, so share that both on a social level and on a project
level. On a social level this refers to what a person can become.
On a project level means how we can make our product, service, and
teamwork better. Search for opportunities when your primary role is
having responsibility for facilitating growth of others. Look for
opportunities to teach, to coach, and to manage people.

Ask people about their goals and strengths. You’re going to be
better if you aren’t just reaching for places where people could
get better and land together on where the most energy for
development already lies. An environment that allows time on
purpose for recognition is a rich environment for people with
developer. You’re going notice growth, so permission or a platform
to recognize that growth will be a benefit for everyone.

Worry less about who you are not. Developers don’t tend to be
selective with praise. Worry less about being that person who is
only holding out for excellence when you praise somebody. All
growth is good growth to you. Worry less about being okay with the
phrase, “It is what it is.” You can’t help but see potential for
improvement, so don’t dampen your drive for improvement or
change.

When working with Developer you can expect patience. People with
developer are patient with other people. You can expect
forward-looking focus, not stuck on where we are, but always asking
what can be and how can we get a little bit better. Expect that
encouragement is going to matter to them. It might look like
acceptance of lower performance, but you should see this as
investment, engagement, and interest.

Notice and recognize when they’ve helped other people to perform.
Look for ways to recognize them by saying things like, “They
couldn’t have hit that target without your support” or “You saw
this in me before I did.” Speak developer language, and spot small
signs of improvement. Don’t wait until something is complete to
recognize it because chances are the moment has passed for
Developer.

In order to stretch Developer, give them opportunities to coach,
mentor, or teach others without over prescribing what needs to
happen, leave the “how to” up to them. Help them hone their ability
to recognize and praise others and to look at recognition as a
skill. Offer feedback on great recognition by being specific,
individualized, genuine, and now.

When partnering with Developer, don’t let them hang on too long to
chronic underperformers. It can be a vulnerability of Developers,
they can always see that people can get better. If someone is not
going to work out in a certain role, don’t hand them to a
Developer. Have some open lines of conversation of where the
greatest potential for growth can be and have the Developer focus
there. Demonstrate investment in the relationship with that person
by sharing your goals and priorities and letting them partner with
you.

If Developer is one of your Dominant Themes, invest in it this week
through the following challenge items:
1.Study the 5 Clues to Talent and select 1 to watch for in
others.
2.Count the number of people you’re currently helping reach a goal
then increase it by 3.
3.Write a note of recognition to someone recognizing their
improvement.

If Deliberative is one of your Dominant Themes, invest in it this
week through the following challenge items:
1.Focus on 1 important relationship: What does this person do
better today than they did a year ago? Tell them.
2.You may be more inclined to challenge others than encourage
others. Notice how you do both, and name a time when each is
appropriate.