Your team has been doing great work together. You’re identifying future goals, projects that align with those goals, and prioritizing the work before you.
Don speaks up and asks, “How do these priorities align with our core values?”
The team takes a collective sigh.
As the team leader, you’re not looking forward to this conversation. The ideas about core values are never fun with this group.
Because you haven’t taken the step to operationalize your core values.
So this is the time. You need to have a conversation about how your values are more than aspirational dreams. The team values are no longer going to be a gauzy list of pie in the sky ideas. You’re leading your team to operationalize what you say you value. You know you’re going to need help.
Who on the team can help?
Someone with the Belief talent may be the ideal person to look to in this situation.
Contributions of the Belief Talent
Don leads with the Belief talent. He has strong opinions where core values are involved. When things are down, people count on him because he is tireless in his pursuit of goals. Additionally, the team leader expects dedication where mission and purpose are involved. Don is persistent when values are involved. He is also consistent, holding a long term commitment to these values.
Given these attributes, what can Don, someone strong in the Belief talent, bring to a conversation about core values?
People with the Belief talent bring certainty. Don’t mistake this for arrogance or rigidness. Probe for the reasons behind their certainty.
In the above scenario, Don can be a champion of certainty. When you’ve identified the particular behaviors associated with a core value, Don will bring conviction that the conversation is complete.
As you seek to operationalize the values for your team, look to someone with the Belief talent to bring stability as you learn your way into a new way of leading together. When tensions rise or chaos unfolds, this talent can help a team find their footing.
Don, for example, may remind you why the core values and associated behaviors are important. He already finds a firm grounding in these values, so help him raise his hand for projects that bring your core values to life while furthering the mission.
Finally, as the behaviors associated with your core values are clarified and implemented into your workflow, the team may get frustrated, bogged down, or confused.
Don’t give up.
This is a place to persevere. Yes, you may need to pivot by scanning for the places the values are being operationalized, asking what’s not working, and experimenting with evaluating the behaviors associated with your values.
Don, or someone with the Belief talent, can help you translate the mission or values into practical everyday life. Ask Don where he sees an alignment of passion and purpose, and help him translate that to the team. Combined with your consistency, you are also transparent. This will help the team clarify behaviors that are authentic.
In the end, the certainty, stability, and persistence of the Belief talent can lead the team to develop trust. Don is a great example of rallying the people around him to support a cause important to him. He’ll welcome, educate, and inspire the team to keep their core values central to all you say and do.
What are your talents?
Explore what makes you amazing by downloading the Superpower Guide.
Already know your top 5 CliftonStrenghts (formerly StrengthsFinder)? Let me know in the comments which talent you use on a team. Not sure? Tell me one of your top 5 CliftonStrengths and I’ll help you explore what you can bring.