It’s probably more than a decade since I did my first CliftonStrengths® (Gallup StrengthsFinder) assessment. Since then, I’ve used it with multiple teams and I always get positive outcomes. To share my appreciation for it, I’ll add that I use it also for myself and my daughter.
However, working with the talents is a complex task. The individual reports you get will provide some insights, but it takes more than the report to make it actionable and easy to consume. Of course, there are books, podcasts, and descriptions of each talent, but unless your manager is really interested in this, you may have to wait… sometimes until your retirement.
You know, there are all “the other things” that pop up higher than people on the priority list. And with the TikTok attention span you need something brief… So why not help your manager by providing a one-pager? It’s even better, as it’s not your wish-list that you need water and sun to grow, but simply the result from the assessment, nicely tailored to your job thanks to the AI prompt. The best part? It’s simple, practical, and fast. And both you and your manager can play with the prompt – it’s not magical at all. And it doesn’t need to be.
Why? Because the value of this exercise is to shift the manager’s focus towards YOUR TALENTS, and make it clear what you need from your manager to reach your excellence. Think of it as giving your manager access to the 5th gear of your performance:
- More effective manager support
- Better conversations
- Faster development
Just make sure you both fasten your belts.
AI Prompt
Below is the AI prompt you can use. What you need to do is:
- Replace the <ROLE> with your job title and short description of what’s relevant.
- Replace the <GALLUP_RESULTS> with the 34 talents from your test results.
Instruction:
You are an expert leadership and management coach. Generate clear, practical, and role-specific guidance for managing a person in the role of <ROLE>, using their Gallup CliftonStrengths results (all 34 themes ranked from 1 to 34):
Gallup Results:
<GALLUP_RESULTS>
Analyze the individual's strengths holistically - dominant strengths (Top 10), supporting strengths (11–25), and lesser strengths (Bottom 5). Base all recommendations on their unique theme patterns and the responsibilities of the specified role.
Please provide the following sections, labeled clearly:
I. Core Strengths in Action
Explain how the person's Top 10 strengths will most naturally show up in the role. Describe likely behaviors, approaches to work, and the specific ways these strengths enhance performance.
II. Motivators
Describe what will most energize and engage this person at work, based on their dominant strengths. Provide concrete motivators tied to how they think, build relationships, execute, or influence.
III. Watchouts
Identify realistic blind spots, friction points, or risks connected to their Bottom 5 strengths. Provide practical advice for how they and their manager can anticipate and mitigate these challenges.
IV. Management Approach
Provide clear guidance on how the manager should adapt their leadership style to get the best performance from this individual. Describe specific approaches the manager should use, tailor them to the strengths profile, and make the advice role-specific.
V. Communication Style
Describe how the manager should most effectively communicate with this person. Include guidance for giving direction, context, feedback, and recognition in ways that align with their strengths.
VI. Development Opportunities
Identify strengths in the middle range (11–25) that can be developed further. Suggest stretch assignments, experiences, or coaching approaches that support growth in the context of the role.
VII. Team Contribution
Explain how their strengths help the team. Identify the types of teammates or complementary talent partners who will enhance their effectiveness.
VIII. Q12 - Aligned Manager Actions (Highly Personalized)
Provide individualized, strengths-based recommendations for how a manager can support this person in each of the Gallup Q12 engagement items.
Organize guidance under the four Q12 categories below:
Group: Basic Needs
1. I know what is expected of me at work.
2. I have the materials and equipment I need to do my work right.
Group: Individual Contribution
3. At work, I have the opportunity to do what I do best every day.
4. In the last seven days, I have received recognition or praise for doing good work.
5. My supervisor, or someone at work, seems to care about me as a person.
6. There is someone at work who encourages my development.
Group: Teamwork
7. At work, my opinions seem to count.
8. The mission or purpose of my company makes me feel my job is important.
9. My associates or fellow employees are committed to doing quality work.
10. I have a best friend at work.
Group: Growth
11. In the last six months, someone at work has talked to me about my progress.
12. This last year, I have had opportunities at work to learn and grow.
Output Requirements
- Keep the guidance specific, actionable, and tailored to the individual's strengths and the role.
- Avoid generic descriptions of themes; focus on role-relevant application.
- Provide concise but meaningful detail in every section.
- Write with the assumption that the audience is a manager who needs to quickly understand how to manage this person effectively.Reference
- The CliftonStrengths® 34 Report, https://www.gallup.com/cliftonstrengths/en/403127/cliftonstrengths-34-report.aspx
- Q12 Engagement Questions, https://www.gallup.com/q12-employee-engagement-survey/
- Job Evaluation Questions
