CliftonStrength Futuristic and its blindspots

1st October 2025

The Dark Side of Futuristic:

Vision with Balance: Managing the Blind Spots of the Futuristic Theme

The Futuristic theme in CliftonStrengths is a powerful source of vision, inspiration, and forward-thinking. People high in Futuristic are energized by what could be. They imagine detailed possibilities and are often the ones who see the future before others do. But like all strengths, Futuristic has blind spots that can limit its effectiveness if not managed with intention.

In this post, we’ll explore:

The core characteristics of the Futuristic theme
Common blind spots and how they show up
Strategies to manage these blind spots
CliftonStrengths themes that complement Futuristic
A detailed example of how Activator can partner with Futuristic

People with strong Futuristic talents are inspired by the future and what it could become. They:

Constantly imagine possibilities and innovations
Are energized by long-term goals and visions
Inspire others with their forward-thinking mindset
Often feel restless in the present if it lacks future direction

Futuristic is a strategic and visionary strength. It’s especially valuable in leadership, innovation, entrepreneurship, and change management. However, when overused or unbalanced, it can lead to disconnection, impatience, or lack of follow-through. For more depth read the Katalytik Whitepaper on Conflict and Communication and access our insights to how you can interact more effectively with some CliftonStrengths when you understand their drivers and style. A useful reference on blindspots can be found here

Blind spots of the Futuristic theme

Here are the most common blind spots associated with Futuristic, along with examples of how they might manifest:

Disconnection from the Present

Blind Spot: People with Futuristic may become so focused on the future that they neglect current realities or responsibilities.

Example: A leader is constantly talking about where the company will be in five years but struggles to address today’s operational issues.

Impact: This can frustrate team members who need present-day clarity and support.

Impatience with the Status Quo

Blind Spot: Futuristic individuals may become frustrated with people who are content with the present or resistant to change.

Example: A team member expresses satisfaction with current processes, and the person with Futuristic dismisses them as lacking ambition.

Impact: This can create tension and reduce psychological safety.

Overwhelming Others with Vision

Blind Spot: The vividness of their future vision can overwhelm or confuse others who need more concrete steps.

Example: A manager shares a bold 10-year vision but provides no roadmap, leaving the team unsure of what to do next.

Impact: This can lead to disengagement or lack of execution.

Neglecting Short-Term Wins

Blind Spot: Futuristic may overlook the importance of short-term goals and milestones that build momentum.

Example: A project is stalled because the person with Futuristic is focused on the end result and not the immediate next steps.

Impact: This can delay progress and reduce motivation.

Strengths that complement Futuristic

Strengths That Complement Futuristic

Pairing Futuristic with other CliftonStrengths themes can help balance its intensity and broaden its impact. Here are some powerful partnerships:

Activator: Brings energy and urgency to get started. Helps Futuristic move from vision to action.

Strategic: Adds agility and decision-making. Helps Futuristic choose the best path forward.

Achiever: Brings stamina and execution. Helps Futuristic make consistent progress.

Responsibility: Adds accountability and follow-through. Helps Futuristic deliver on promises.

Communication: Helps articulate the vision clearly and inspire others to follow.

Detailed Example: Partnering Futuristic with Activator

Let’s take a closer look at how Activator—a theme that thrives on action and momentum—can balance and enhance Futuristic.

Futuristic Challenge	How Activator Helps	Coaching Insight
Stuck in vision mode without action	Activator pushes for immediate steps and quick wins	“What’s the first action you can take today?”
Overwhelming others with long-term ideas	Activator helps break vision into bite-sized actions	“How can we test this idea quickly?”
Frustration with slow progress	Activator brings urgency and energy to move forward	“What can we launch now to build momentum?”
Neglecting short-term wins	Activator celebrates early progress and keeps things moving	“What milestone can we hit this week?”

Why this partnership works:
Futuristic sees the destination. Activator starts the journey. Together, they create a dynamic duo that inspires vision and drives action—turning dreams into reality.

Final Thoughts: Futuristic as a force for change

Futuristic is a strength that shapes the future. It brings hope, innovation, and long-term thinking. But to be truly effective, it must be grounded in the present, translated into action, and shared with others in a way that inspires and includes.

Your challenge is to::

Embrace the power of your Futuristic vision
Recognize when it’s disconnected or overwhelming
Build partnerships that bring balance, clarity, and execution

By pairing Futuristic with strengths like Activator, Strategic, or Communication, you can lead with both imagination and impact—creating futures that are not only envisioned, but realized.

FInd out more about how Focus can be a powerful leadership attribute.

CliftonStrength Focus and its blindspots

26th August 2025

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| Strengths

The Dark Side of Focus:

Blind spots, balance, and breakthroughs

The Focus theme is a powerhouse of clarity and determination. People with Focus know where they’re going. They set a direction, follow through, and make the necessary adjustments to stay on track. They prioritize, then act. It’s this ability to cut through the noise that makes Focus so valuable in achieving results.

But, like every strength, Focus has a darker side. What fuels progress in one moment can narrow perspective in the next. Left unchecked, Focus can slip into tunnel vision, impatience, or even rigidity.

In this post, we’ll explore the most common blind spots of the Focus theme, strategies for managing them, and how to pair Focus with other strengths to create balance and impact. read the Katalytik Whitepaper on Conflict and Communication and access our insights to how you can interact more effectively with some CliftonStrengths when you understand their drivers and style. A useful reference on blindspots can be found here

Blind spots of the Focus theme

1. Tunnel Vision

Blind Spot: Focus can become so intense that it excludes other perspectives, ideas, or opportunities.
Example: A team member suggests a new approach, but the person with Focus dismisses it because it doesn’t align with their current goal.
Impact: Limits innovation and risks alienating collaborators.

2. Impatience with Distractions

Blind Spot: People with Focus may grow frustrated with interruptions, side conversations, or brainstorming sessions that feel off-topic.
Example: During a meeting, they tune out as soon as discussion veers from the agenda.
Impact: Reduces team cohesion and can overlook valuable insights.

3. Neglecting Relationships

Blind Spot: The drive to achieve can overshadow empathy or relational awareness.
Example: A colleague is struggling personally, but the person with Focus doesn’t notice because they’re locked into their task list.
Impact: Missed opportunities for connection and support.

4. Overcommitment to a Single Goal

Blind Spot: Focus may cause someone to persist with a goal long after it’s lost relevance.
Example: A project is failing, but they push forward because it was the original objective.
Impact: Wasted time, resources, and energy.

Strategies to manage Focus’s blind spots

To help Focus serve rather than limit, here are some practical coaching strategies:

Schedule Time for Reflection
Build in regular check-ins to evaluate whether your goals are still aligned with bigger priorities.
Coaching Tip: Ask, “Is this still the most important thing to focus on right now?”
Practice Active Listening
Stay open to others’ ideas—even when they don’t fit the current agenda.
Coaching Tip: Ask, “What might I learn if I listen a little longer?”
Balance Task with Relationship
Intentionally invest in team dynamics and relational awareness.
Coaching Tip: Ask, “Who needs my attention today beyond the task list?”
Use Focus as a Filter, Not a Wall
Prioritize without blocking out new information.
Coaching Tip: Ask, “What’s one new idea I can explore without losing momentum?”
Create a ‘Pause and Pivot’ Protocol
Establish a system for recognizing when goals need adjusting or abandoning.
Coaching Tip: Ask, “What signs tell me it’s time to pivot?”

Strengths that complement Focus

Pairing Focus with other themes brings breadth and balance:

Connectedness: Adds perspective and purpose.
Empathy: Keeps people, not just tasks, in view.
Ideation: Introduces creativity and fresh thinking.
Adaptability: Brings flexibility when priorities shift.
Strategic: Provides agility to consider multiple paths.

Spotlight: Focus + Connectedness

Together, Focus and Connectedness create purposeful momentum—driving forward with both precision and meaning.

Why not craft your own table like the one below for Connectedness for other themes?

Focus Challenge	How Connectedness Helps	Coaching Insight
Tunnel vision on a single goal	Connectedness reminds Focus of the broader mission and long-term impact	“How does this goal serve the greater good or team vision?”
Impatience with distractions	Connectedness reframes interruptions as opportunities for connection or insight	“What might this moment be trying to teach me?”
Neglecting relationships	Connectedness emphasizes the importance of people and shared purpose	“Who is affected by this goal, and how can I support them?”
Overcommitment to a failing goal	Connectedness helps Focus see when a goal no longer serves the whole	“Is this still aligned with our shared values and outcomes?”

Why this partnership works:
Focus brings drive and clarity. Connectedness brings meaning and perspective. Together, they create purposeful momentum—moving forward with intention, awareness, and impact.

Final Thoughts: Focus as a force for good

Focus is a strength that drives results. It brings clarity, discipline, and execution. But when left unchecked, it can become isolating, rigid, or short-sighted. The key is to manage Focus with emotional intelligence, strategic awareness, and relational depth.

As a coach, your role is to help clients:

Embrace the power of their Focus
Recognize when it’s overused or misaligned
Build partnerships that expand their perspective and effectiveness

By pairing Focus with strengths like Connectedness, Empathy, or Strategic, your clients can lead with both precision and purpose—creating outcomes that are not only successful, but meaningful.

FInd out more about how Focus can be a powerful leadership attribute.

CliftonStrength Empathy and its blindspots

22nd July 2025

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| Strengths

The Empathy theme in CliftonStrengths is a deeply human talent. People high in Empathy intuitively sense the emotions of others and often feel what others are feeling. They bring warmth, compassion, and emotional intelligence to teams and relationships. But like all strengths, Empathy has its blind spots—areas where its intensity can become a liability if not managed with awareness.

In this post, we explore:

The core characteristics of the Empathy theme
Common blind spots and how they show up
Strategies to manage these blind spots
CliftonStrengths themes that complement Empathy—especially Discipline—to create balance and effectiveness

Understanding Empathy

Empathy is about emotional attunement. People with strong Empathy talents:

Sense the emotions of others without needing words
Create safe, emotionally intelligent environments
Are often the first to notice when someone is struggling
Build trust through compassion and presence

Empathy is a powerful relational strength. It fosters connection, loyalty, and psychological safety. But when overused or unbalanced, it can lead to emotional overload, blurred boundaries, or difficulty making objective decisions. Leaving you feel drained and miserable.

Blind spots of the Empathy theme

Let’s explore the most common blind spots associated with Empathy and how they might manifest in real-world scenarios:

Emotional overload

Blind spot: Constantly tuning into others’ emotions can lead to emotional exhaustion or burnout.

Example: A team member is struggling, and the person with Empathy feels responsible for their emotional well-being—absorbing their stress and carrying it as their own.

Impact: This can lead to compassion fatigue and reduced personal resilience.

Difficulty setting boundaries

Blind spot: Empathy can blur the line between caring and over-caring. People may struggle to say “no” or detach from others’ emotional needs.

Example: A colleague frequently vents to the person with Empathy, who listens endlessly—even when it disrupts their own work or well-being.

Impact: This can lead to resentment, burnout, or being taken for granted.

Avoidance of conflict

Blind spot: Empathy may lead to avoiding difficult conversations to prevent hurting others’ feelings.

Example: A manager with Empathy avoids giving constructive feedback because they don’t want to upset the employee.

Impact: This can hinder growth, accountability, and team performance.

Over-Identification with others’ emotions

Blind Spot: Empathy can cause people to lose objectivity, making decisions based on others’ feelings rather than facts or strategy.

Example: A leader delays a necessary organizational change because they’re too focused on how it might make people feel.

Impact: This can stall progress and lead to indecision.

Strategies to manage Empathy’s blind spots

Awareness is the first step. Here are practical strategies to help you manage the Empathy theme more effectively:

Strategy #1: Practice emotional boundaries

Learn to differentiate between sensing emotions and absorbing them. Try practices like journaling, mindfulness, or visualizing emotional “filters.”

Coaching Tip: “What emotions are yours, and what emotions belong to others?”

Strategy #2: Schedule compassionate detachment

Set time limits for emotional support conversations and to schedule recovery time after emotionally intense interactions.

Coaching Tip: Ask, “How can you care without carrying?”

Strategy #3: Use Empathy to navigate, not avoid, conflict

Reframe conflict as a form of care. Empathy can be a powerful tool for delivering feedback with compassion.

Coaching Tip: Ask, “How can you use your empathy to make this conversation safe and honest?”

Strategy #4: Balance emotion with data

Pair your emotional insights with objective information when making decisions.

Coaching Tip: Ask, “What do the facts say, alongside what you feel?”

Strategy #5: Create a self-care system

Empathy requires emotional energy. Build routines that replenish you —whether through solitude, nature, creativity, or physical activity.

Coaching Tip: Ask, “What fills your emotional tank?”

Strengths that complement Empathy

Pairing Empathy with other CliftonStrengths themes can help balance its intensity and broaden its impact. Here are some powerful partnerships:

Discipline

Why it works: Discipline brings structure and boundaries. It helps Empathy create emotional routines and avoid burnout.

Coaching Insight: Encourage clients to use Discipline to schedule emotional check-ins, set limits on availability, and create recovery time after intense interactions.

Analytical

Why it works: Analytical helps Empathy step back and evaluate situations with logic and data.

Coaching Insight: Use Analytical to challenge assumptions and ensure decisions aren’t based solely on emotion.

Command

Why it works: Command brings courage and clarity in tough conversations. It helps Empathy speak truth with strength.

Coaching Insight: Pair with Command to deliver feedback or lead through emotionally charged situations.

Deliberative

Why it works: Deliberative adds caution and risk-awareness. It helps Empathy slow down and consider consequences.

Coaching Insight: Use Deliberative to assess when emotional involvement might cloud judgment.

Self-Assurance

Why it works: Self-Assurance brings inner confidence. It helps Empathy trust their instincts without being overwhelmed by others’ emotions.

Coaching Insight: Encourage Self-Assurance to help Empathy stand firm in emotionally complex situations.

How Discipline specifically supports Empathy

Let’s take a closer look at how Discipline—a theme focused on structure, order, and consistency—can be a powerful ally for Empathy:

Empathy Challenge	How Discipline Helps
Emotional exhaustion	Creates routines for emotional recovery and self-care
Blurred boundaries	Sets clear limits on time and energy given to others
Avoiding conflict	Structures difficult conversations with preparation and clarity
Over-identification	Grounds emotional insights in consistent decision-making frameworks

Who is your Discipline partner?

Final thoughts: Empathy as a strategic strength

Empathy is often misunderstood as “soft” or “emotional,” but in reality, it’s a strategic strength. It builds trust, fosters loyalty, and creates emotionally intelligent cultures. When managed well, Empathy becomes a superpower—not a burden.

Your challenge is to:

Embrace the value of your Empathy
Recognize when it’s overused or misapplied
Build partnerships that expand your perspective and resilience

By pairing Empathy with strengths like Discipline, Analytical, or Command, you can lead with both heart and clarity—creating environments where people feel seen, supported, and empowered

Darkside of Discipline

20th June 2025

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| Strengths

Understanding CliftonStrength Discipline and its Darkside or Blindspots

The Discipline theme in CliftonStrengths is a powerful force for structure, order, and consistency. Individuals high in Discipline thrive in environments where routines are established, deadlines are respected, and chaos is minimized. If you have this high in your profile people will find you bring clarity to confusion and create systems that help others succeed.

However, like all strengths, Discipline comes with potential blindspots that can hinder personal growth and team dynamics if left unchecked.

In this post, we explore:

The core characteristics of the Discipline theme
Common blindspots and how they manifest
Practical strategies to manage these blind spots
CliftonStrengths themes that pair well with Discipline to create balance and synergy

Blindspots of the Discipline Theme

Here are some of the most common blindspots associated with Discipline, along with examples of how they might show up in real-life scenarios:

1. Rigidity and Resistance to Change

Blindspot: A strong preference for structure can lead to inflexibility. Change, ambiguity, or spontaneity may feel threatening or disruptive.

Example: A team member suggests a new, more agile workflow. The person with Discipline resists, preferring the current system—even if it’s outdated—because it’s familiar and proven.

Impact: This can stifle innovation and frustrate more adaptive team members.

2. Over-Control and Micromanagement

Blindspot: Discipline can lead to a desire to control every detail, which may come across as micromanaging or distrustful of others’ abilities.

Example: A manager with Discipline insists on reviewing every step of a project, slowing down progress and disempowering team members.

Impact: This can erode trust and reduce team morale.

Impatience with Disorganization

Blindspot: People with Discipline may struggle to empathize with those who are more spontaneous or less structured.

Example: A colleague who works in bursts of creativity and doesn’t follow a strict schedule may be seen as unreliable or inefficient.

Impact: This can lead to misunderstandings and strained relationships.

Perfectionism and Overplanning

Blind Spot: The need for order can lead to overplanning or perfectionism, delaying action or causing stress when things don’t go as expected.

Example: A project is delayed because the person with Discipline is still refining the plan, waiting for the “perfect” conditions.

Impact: Opportunities may be missed, and momentum can be lost.

Perfectionism and Overplanning

Blind Spot: The need for order can lead to overplanning or perfectionism, delaying action or causing stress when things don’t go as expected.

Example: A project is delayed because the person with Discipline is still refining the plan, waiting for the “perfect” conditions.

Impact: Opportunities may be missed, and momentum can be lost.

And for ideas how your Discipline might come across to others verbally, and what you can do about it, read our whitepaper on conflict and communication, it contains a table of all 34 CliftonStrengths.

Strategies to Manage Discipline’s Blindspots

Awareness is the first step. A useful reference on blindspots can be found here . Here are actionable strategies to help you manage your Discipline theme more effectively:

Practice Flexibility

Try adding “planned flexibility” into your routines. For example, schedule buffer time for unexpected changes or designate certain days for creative brainstorming without structure. Let your friends know you have scheduled a planned free Friday and to surprise you!

Ask yourself, “Where in your schedule can you allow for spontaneity or experimentation?

Delegate and Trust

Aim to recognize when your need for control is limiting others. Try to delegate tasks and trust others to deliver results—even if the process looks different.

Pose reflective questions to yourself, “What’s the worst that could happen if you let someone else take the lead on this?”

Reframe Change as a System Upgrade

People with Discipline often respond better to change when it’s framed as an improvement to the current system. So try to see change as a way to enhance, not disrupt, your structure.

Ask yourself, “How could this change make my system(s) even more efficient?

Celebrate Progress, Not Just Perfection

Your mission must be to focus on progress over perfection. Aim to set realistic milestones and celebrate small wins along the way. Enjoy the journey.

Ask yourself, “What’s one thing I have accomplished this week that moved me forward, even if it wasn’t perfect?”

Build Empathy for Different Work Styles

Take time with colleagues or your coach to understand and appreciate diverse strengths. This can reduce your frustration and improve collaboration.

Ask yourself, “What strengths do my teammates or colleagues bring that complement my structure?”

Strengths That Complement Discipline

Pairing Discipline with other CliftonStrengths themes can help balance its intensity and broaden its impact. Here are some powerful partnerships examples:

Adaptability

Why it works: Adaptability brings comfort with change and the ability to go with the flow. It helps soften Discipline’s rigidity.

Find someone to partner with who is high in Adaptability when navigating change or uncertainty.

Ideation

Why it works: Ideation introduces creativity and innovation. It challenges the status quo and brings fresh perspectives to structured systems.

Consider brainstorming sessions with Ideation partners to explore new ways of doing things before locking in a plan.

Empathy

Why it works: Empathy helps Discipline understand and connect with others’ emotions and work styles, reducing judgment and increasing collaboration.

Consider pairing with Empathy to improve team dynamics and communication

Strategic

Why it works: Strategic helps Discipline see the bigger picture and pivot when necessary. It prevents overplanning and encourages agility.

Use Strategic partners to evaluate whether the current plan is still the best path forward.

Activator

Why it works: Activator brings energy and a bias for action. It helps Discipline move from planning to execution more quickly.

Identify Activator partnerships when momentum is needed, especially if Discipline is stuck in planning mode.

Final thoughts

Discipline is a powerful theme that brings order, reliability, and excellence to any team or project. But like all strengths, it must be managed with self-awareness and intentionality. By recognizing its blindspots and partnering with complementary strengths, you can transform Discipline from a rigid rulebook into a dynamic framework for success. Ensure to:

Embrace the value of Discipline
Recognize when it’s overused or misapplied
Build partnerships that expand your perspective and impact

With the right strategies and support, Discipline becomes not just a strength, but a superpower.

Hack Your Wellbeing

19th June 2025

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| Opinion, PhD Series, What We Do

Learn to hack your wellbeing

We found that engineers don’t access support services for wellbeing or mental health until they are in crisis (Jo-Anne Tait, 2024). We also know that men don’t ask for help and suffer in silence. A double whammy for engineering.

Curious, we wanted to understand why. While reviewing services on offer and chatting with those who train and educate engineers, the mists cleared, revealing a multi-faceted problem.

Our mission: to help engineers hack their wellbeing.

The problem:

Engineers are innate problem solvers and wellbeing or ‘not feeling right’ is just another problem. They also perceive that others are worse off than they are.
The support services can feel ‘fluffy’, ‘not for me’, or like giving in, or failing.
The training and education of engineers gives little space or credence to people skills.

The people skills and opportunties to practice them are core to UKSPEC.
As future managers and leaders, being adept at hacking your own wellbeing, and supporting your team to do so, is, I would like to think an essential professional credential.

At Katalytik we’ve been working with engineering doctoral researchers for over 10 years and noticed common patterns of stress and frustration. We observed the same challenges and pressures in early-career researchers and in high-performing teams in R&D environments and manufacturing.

Imagine our surprise when we realised the tools we use to improve communication that rest on a solid bedrock of self-awareness could be applied to a process to hack your wellbeing.

We use a common language of CliftonStrengths. But it also works with other positive psychology tools.

Gallup wellbeing research

The Gallup Net Thriving Index asks participants to rate their overall wellbeing from 0 – 10. Where 10 is living your best life. The indicators of these states is summarised:

SUFFERING (1-3)

Respondents who rated their elements of wellbeing from 1-3 were more likely to report:

Feeling miserable
Negative views of the next 5 years
Lacking the basics of food and shelter
Physical pain
More stress, worry, or anger

STRIVING (4-6)

Respondents who rated their elements of wellbeing from 4-6 were more likely to report:

Struggling in their present situation
Uncertain or negative views of the future
Daily stress
Money worries

THRIVING (7-10)

Respondents who rated their elements of wellbeing from 7-10 were more likely to report:

Positive views of their present situation
Positive views of the next 5 years
Fewer health problems
More hope, happiness, energy, or interest

Workshops are offered to the public once a year.

Katalytik Hack Your Wellbeing workshop

If you can't persuade your organization to host a session, come yourself. Find the next date

The Katalytik Resilience Navigator

Anticipating how you can meet stresses and pressures head-on lowers the effort to be able to bounce back from suffering to surviving to thriving. Using research-based approaches, makes it easier still.

Establishing the times you are at your best
Identifying your unique talents
Being able to identify when your strengths have been stretched in the past
Exploring five facets of wellbeing
Strategies to help you ease back and recover.

Wellbeing and CliftonStrengths

Gallup’s research names five universal elements of wellbeing:

Career – You like what you do (almost) every day
Social – You have meaningful friendships in your life
Financial – You effectively manage your economic life
Physical – You have the energy to get things done
Community – You like where you live and work

Oftentimes, when experiencing stress, we think of it as all-encompassing (“I’m SO stressed!”). Drilling down into which area(s) of wellbeing are impacted (and which ones are not!) helps pinpoint where the stress actually lies. This will help you target ways to manage the stress more effectively, while also reminding you of areas you may be thriving in.

In our workshops, we work with participants to connect their experiences to their CliftonStrengths and then explore how each connects to the sense of wellbeing using the Resilience Navigator.

Hacking wellbeing for engineers #1

9th May 2025

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| News

Hacking wellbeing for engineers #1

In this lunch and learn session Jan Peters and Jo-Anne Tait on 8 May 2025 explored if and how low wellbeing can be tackled with engineers. Do the standard approaches work? Are engineers different? They shared the insights from their respective research. Jo-Anne from her PhD research based around interviews with engineers exploring why they tend not to seek help and support for wellbeing until they are at crisis point. And Jan offerred insights from a literature review undertaken for Warwick Manufacturing Group at Warwick University.

Here are notes captured from AI so you too can gain insights and maybe decide to watch the whole webinar.

Unlocking Wellbeing for Engineers
26 June 2025 Birmingham Workshop

It’s curious that until 2020, very few papers explored wellbeing among engineers. We wanted to know: Do they not experience this? Are they such great problem solvers that they have the answer to not feeling great?

The reailty is not this. And it’s also not great. It’s becoming more widely appreicated that engineers are not seeking help and support until they are at crisis point – or as Jan said – “It’s life altering or life threatening”.

While Tait found greater empathy for others than themselves, it’s apparent engineers need more tools in their Toolbox.

Our June Workshop will give you those.

The next LinkedIn Live in this series is on 11 June 13:00 hrs BST and will explore strategies developed at Katalytik and RGU

Key Takeaways

- Engineers are often reluctant to seek help for mental health issues until problems become severe
- There’s a need to incorporate wellbeing skills and awareness into engineering education and workplace cultures
- Individualized, strengths-based approaches show promise for helping engineers develop resilience and thrive
- Collaboration between academia and industry is key to driving systemic change around engineer wellbeing

Topics

- Current State of Engineer Wellbeing
- Graduate students 6x more likely to experience mental health issues vs general population
- Engineering culture often celebrates stress, views it as normal/necessary
- Students reluctant to seek help due to stigma, fear of appearing weak
- Lack of referrals to support services from engineering departments
- Challenges in Engineering Education
- Curriculum still heavily lecture/assessment-based with little room for wellbeing
- Students are changing but education methods are largely unchanged since the 1930s
- Need to co-design interventions with current students
- Difficult to systematically incorporate wellbeing into the technical curriculum

Promising Approaches

- Strengths-based tools like CliftonStrengths to boost self-awareness
- Mindfulness/meditation exercises integrated with engineering projects
- Teaching reflection skills and providing space to practice them
- Helping students develop personalized wellbeing strategies

Industry Perspectives Needed

- How workplace cultures impact wellbeing long-term
- What skills new graduates need to thrive in high-pressure environments
- Ways to retain talent by supporting mental health

Next Steps for Systemic Change

- Incorporate wellbeing into accreditation standards (e.g. UK AHEP)
- Collaborate across academia and industry to drive cultural shifts
- Continue research on effective interventions for engineers, specifically

Katalytik is holding a workshop exploring strategies ot hack wellbeing for engineers. 26 June 2025 at Conference Aston.

CliftonStrength Developer and its blindspots

8th May 2025

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| Strengths

The CliftonStrengths® Developer theme is characterized by a deep commitment to helping others grow and develop..A junior rugby coach sees the potential and contribution of every player on the pitch, from the most talented and coordinated to the one who tries hardest.

Individuals with this strength are adept at recognizing and nurturing potential in others, making them invaluable assets in any team or organization. However, like all strengths, the Developer theme comes with its own set of challenges that can hinder effectiveness if not managed properly. This article explores the Developer theme, its potential pitfalls, and strategies to harness its power effectively.

Understanding Developer

ClifotnStrength Developer theme drives your passion for growth and improvement in others. It makes you naturally inclined to invest in others, offering support, encouragement, and guidance. You find joy in seeing others succeed. Your power as a mentor or coach energises your teams. Developer strength thrives in environments that prioritize continuous learning and development.

To explore more how to manage your interactions with other CliftonStrengths, read the Katalytik Whitepaper on Conflict and Communication and access our insights to how you can interact more effectively with some CliftonStrengths when you understand their drivers and style. A useful reference on blindspots can be found here

Common blindspots for Developer

While the Developer theme has many strengths, it also presents challenges that can lead to its “dark side”. Common challenges are:

Over-investment in others

Description: You may become overly invested in the growth of others, sometimes at the expense of your own needs and responsibilities.
Impact: Burnout might be the end result if you fail to focus on personal goals and development.

Dependency creation

Description: The constant support and guidance provided by you because of your Developer talent can create dependency among team members, hindering their ability to work independently.
Impact: This can stifle the autonomy and confidence of team members, making them reliant on you for direction and support.

Neglecting performance metrics

Description: your Developer talent may prioritize personal growth and development over performance metrics and outcomes.
Impact: This can lead to a lack of accountability and a focus on development at the expense of achieving tangible results.

Difficulty in setting boundaries

Description: When Developer is high in your profile you may struggle to set boundaries, leading to an imbalance between your supportive role and other responsibilities.
Impact: This can result in an overwhelming workload and difficulty in managing time effectively.

Strategies to use the Developer theme effectively

To ensure that the Developer theme remains a strength for you rather than a hindrance, it’s important to recognize the challenges it can present so you have strategies in your toolkit to manage them. Here are some measures to consider, make efforts to notice if these are an issue for you, talk to your peers, family, manager or team:

Balance Investment in others with self-Care
- Strategy: Ensure that the time and energy spent on developing others is balanced with personal self-care and development.
- Implementation: Set aside dedicated time for personal growth activities and self-reflection to maintain a healthy balance.
Encourage independence
- Strategy: Foster independence among team members by gradually reducing the level of support and guidance provided.
- Implementation: Use coaching techniques that empower team members to make decisions and solve problems on their own.
Align development with performance metrics
- Strategy: Integrate personal growth and development goals with performance metrics so you focus on yourself!
- Implementation: Set clear, measurable goals that align personal development with organizational objectives and track progress regularly. This will transform your positionality at work.
Set clear boundaries
- Strategy: Establish clear boundaries between playing a supportive role and other responsibilities to manage workload effectively. Notice these boundaries and be intentional about adjusting them
- Implementation: Communicate boundaries with confidence and clarity to team members and prioritize tasks to ensure a balanced workload.

Partnering with other CliftonStrengths^®

Knowing your darker side means you can identify potential great partners. These individuals can help mitigate your Developer theme going to the ‘darkside’ and ensure your value to the team is greatest. Hhere are some examples:

Partnering with Achiever

Achiever describes a constant need for accomplishment. Being so goal-oriented and highly productive. Helps with:

Balancing Development with Results: Achiever brings Developers focus on getting tangible results while still supporting personal growth.
Maintaining Accountability: The focus from Achiever on goals and productivity can complement the Developer’s instinct for a nurturing approach, ensuring a balanced focus on development and performance.

Partnering with Command

Partnering with Command helps by bringing a more decisive approach and a confidence to take charge and give direction. Their confidence and assertive approach is infectious and helps with:

Setting Boundaries: Partners with high Command can help you set and enforce boundaries,
Encouraging Independence: The Command theme’s assertiveness can complement the Developer’s supportive approach, fostering independence among team members.

Partnering with Focus

Strengths of Focus: Those with the Focus theme are adept at setting goals and maintaining concentration on tasks It helps with:

Aligning your Development with Goals: Focus partners can help Developers align personal growth activities with organizational goals. A bit like Achiever!
Maintaining Direction: The Focus theme’s ability to concentrate on tasks can complement the Developer’s nurturing approach, ensuring that development efforts are goal-oriented.

Summary

Developer theme is just brilliant at nurturing others, to see the value and potential in anyone. You are a powerful asset in any team or organization. By recognizing and addressing the potential challenges, individuals with this strength can ensure that their supportive approach enhances rather than hinders their effectiveness. Implementing strategies to balance investment in others with self-care, encouraging independence, aligning development with performance metrics, and setting clear boundaries can help keep the Developer theme on the right track. Partnering with individuals who possess complementary CliftonStrengths® can further enhance the effectiveness of the Developer theme, fostering a balanced and productive team environment.

The main thing is to notice how this theme can help you, or if you fail to notice it, divert your focus to be less than useful and hence hinder your impact.

CliftonStrength Deliberative and Blindspots

10th April 2025

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Some of us love to get going. We’re off! It’s almost like we aren’t worried by what lays ahead. That is the excitement, the fun. We know in our hearts that we are equipped with the ability to stop when needed, look up, and adjust. Our colleagues with the CliftonStrength Deliberative might frustrate us. In fact, they can be our greatest partners—and us theirs. For this to happen, some awareness, communication, and adjustment to how we collaborate are needed.

Knowing you need to manage your Deliberative theme helps you be a great memebr of the team. It’s an executing theme and at the end of the day it wants to get things done. But it wants to get things right even more. You can be in danger of dragging your own mood down as well as others’. The converse is true when you move forward with commitment, you can celebrate twice.

Understanding Deliberative

The CliftonStrength Deliberative theme is characterized by careful and vigilant decision-making. Individuals with this strength are known for their ability to think things through, anticipate obstacles, and weigh risks before taking action. This cautious approach can be incredibly valuable in the engineering sector, where precision, safety, and foresight are crucial. This article explores the CliftonStrength Deliberative and its blindspots.

Common Blindspots for Deliberative

While the Deliberative theme has many strengths, it also comes with potential blind spots that can hinder effectiveness if not managed properly. Here are some common blind spots, particularly relevant to engineering: If your Deliberative really takes over you can become Hypervigilant.

Blindspot 1 Overthinking and analysis paralysis

Engineers (anyone!) with the Deliberative theme may spend excessive time analyzing options, leading to delays in decision-making. This can result in missed project deadlines, inaction and frustration among team members who are waiting for decisions to be made.

Address this by setting clear deadlines by when decisions are required to prevent overthinking and analysis paralysis. Try using Use project management and tools like force-field analysis to track progress and ensure that decisions are made within the set timeframe.

Blindspot 2 Risk aversion

Your innate style is likely to focus on potential risks. your need to avoid risk can stifle innovation and prevent the team (or even your family) from exploring new and potentially beneficial solutions or experiences.

Address this by trying a balanced approach that helps you take small risks and move forward. Using a risk matrix (likelihood of it happening and the impact of it happening This can help you evaluate the severity and likelihood of risks and inform rather than delay a decision. It can also release you from the stress of the decision-making process.

Blindspot 3 Perceived negativity

Others may perceive you as someone who always focuses on the negative. and is a pessimist. You may not realise it but you could bring the mood of the whole team down and drain those of a more innovative mindset.

Recognise your tendency and using frames or tools can help you construct a more positive mindset and look at what needs to be done to foster a positive outcome. Look beyond the problem. Work with your colleagues or find a strategy to help you celebrate when you notice you focusing on the negative. Give yourself positive reinforcements that you have saved time by crafting such a great approach to decision-making. Shift from focusing on what could go wrong to what could go right.

BlindSpot 4 Speed of decisions

You are thorough and cautious, but this can impact speed, and in fast paced environments can be problematic, especially in meeting deadlines or production areas.

Working on this with your colleagues might help others and not just you.

Decision-making exercises and simulations can help grow your repertoire of experience to draw on, so when things are pressured you have a memory bank to work with.

Communication with colleagues can also help to stop this becoming an issue, and you can then be certain that your colleagues can come to value your perspective and your risk-averse perspective can be leveraged at the right time.

Partner with other CliftonStrengths

Partnering with people who possess different CliftonStrengths can help mitigate the blindspots of the Deliberative theme and enhance overall team performance. Here are some illustrations:

Activator

Activators are known for their ability to turn thoughts into action quickly. They are energetic and eager to get things moving.

How it helps:

Speeding Up Decision-Making: Activators can help Deliberative individuals overcome analysis paralysis by encouraging quicker decisions and actions.
Balancing Caution with Action: The Activator’s enthusiasm can balance the Deliberative person’s cautious approach, ensuring that the team doesn’t miss out on opportunities due to excessive deliberation.

Strategic

Individuals with the Strategic theme excel at seeing patterns and possibilities. They can quickly spot the best route forward and are adept at planning.

How it helps:

Enhancing Decision-Making: Strategic thinkers can complement the Deliberative theme by providing a clear vision and direction, helping to streamline the decision-making process. The power of these themes together and a whiteboard or post-it notes brings creativity to the decision.
Identifying Opportunities: While Deliberative individuals focus on risks, Strategic partners can highlight potential opportunities, ensuring a balanced perspective. Magic in action!

Positivity

Those with the Positivity theme are upbeat and can generate enthusiasm and optimism within the team.

How it helps:

Boosting morale: Positivity can counteract the perceived negativity of the Deliberative theme, fostering a more positive and supportive team environment.
Encouraging solutions: Positive individuals can help shift the focus from problems to solutions, encouraging a proactive approach to challenges.

Analytical

Analytical individuals are skilled at examining data and uncovering insights. They are logical and fact-driven.

How it helps:

Supporting thorough analysis: Analytical partners can support the Deliberative theme’s need for thorough analysis by providing data-driven insights, ensuring decisions are well-informed. Maybe creating great graphs and projections!
Validating risks: Analytical thinkers can help validate the risks identified by Deliberative individuals, providing a solid foundation for cautious decision-making.

Communication

Those with the Communication theme excel at expressing ideas clearly and engaging others.

How it helps:

Improving perception: Communication partners can help articulate the rationale behind the Deliberative theme’s cautious approach, improving team understanding and acceptance.
Facilitating collaboration: Effective communicators can bridge gaps between different team members, ensuring that diverse perspectives are heard and integrated into decision-making.

Woo (Winning Others Over)

Woo individuals are skilled at building rapport and connecting with others. They are persuasive and can win people over.

How it helps::

Building consensus: Woo partners can help build consensus around decisions, ensuring that the team is aligned and supportive of the cautious approach.
Encouraging collaboration: Woo individuals can foster a collaborative environment, helping Deliberative individuals to work effectively with others and gain buy-in for their ideas.

Conclusion

The Deliberative theme, when the person is self-aware and can notice when it is stopping progress, can be a powerful asset in any (engineering) team, where careful planning and risk management are essential. By recognizing and addressing the potential blind spots, individuals with this strength can ensure that their cautious approach enhances rather than hinders their effectiveness. Implementing strategies to balance risk assessment with action, fostering a positive mindset, and collaborating with others can help keep the Deliberative theme on the right track.

Never forget that Deliberative is an executing theme – you thrive on getting stuff done. So when you become paralysed by fear of the future or risk, you will suffer a double dip of energy.

CliftonStrength Context and its blindspots go to the darkside

27th February 2025

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There’s nothing I like better walking in a forest than seeing key historical events marked on an old fallen trunk. Between these events, there are markers for extreme weather events: drought and flood years.

Like the rings of the tree, people with Context have a vast knowledge bank of stories and invaluable information. Don’t miss it!

Blindspots of CliftonStrength Context

This article explores the CliftonStrength Context and its blindspots. Context is all about understanding the past to make sense of the present. People with strong Context talents enjoy looking back, they can be seen as historians or archivists, valuing the lessons learned from history. However, like all strengths people with Context can have blind spots when overused or misapplied.

A useful reference on blindspots can be found here

What is Context?

The CliftonStrengths Context theme is an asset for those whose role needs them to be curious about the past of people, organizations, or processes. Simply because they excel at understanding and leveraging the past to inform present and future decisions. Those with the Context strength have a deep appreciation for history and the lessons it offers. They innately draw insights from previous experiences and apply them to current situations. This strength allows them to identify patterns, avoid past mistakes, and build on successful strategies. In engineering team settings, individuals with Context provide a sense of continuity and stability, helping others understand the reasons behind current practices and decisions. Their ability to connect past events with present challenges makes them invaluable in strategic planning and problem-solving. Their very presence ensures decisions are well-informed and grounded in historical knowledge. This perspective fosters a culture of learning and continuous improvement.

At times people can have so many thinking and executing themes at the top of their profile they may appear to have no time for people. Yet one such leader I met, was still connected to all the people he had worked with and saw his Context as his way of getting to know people.

Understanding the Context Theme

Taking time to ask people who have high Context what they think, have observed, or if they have seen anything like this before, makes them an amazing asset to your team. This strength allows them to make informed decisions and avoid past mistakes. They can help you appreciate the journey that has led to the current moment. Their role helps ensure valuable lessons are not forgotten. Make time to listen to them, especially in times of change.

Common Blindspots for Context in Engineering

If you have Context high, be aware of the blind spots it might give you! Others might see these characteristics in you, so be sure to notice them and take action to own them! Use your historical knowledge to benefit the team. Offer to take on tasks that require a deep understanding of past events, such as creating training materials, documenting processes, or conducting retrospectives.

Blindspot 1 Over-Reliance on Historical Data:

Engineers with the Context strength may sometimes rely too heavily on past data and experiences, potentially overlooking new and innovative approaches. This might make you slow to move forward and could frustrate your colleagues keen to get the project going.

How to Address It:

Set time aside to indulge your desire and love of historical analysis and reflection inside and outside of work. Find frameworks and models (try mindtools.com) to support you in problem-solving discussions to look forward and reflect back. This might help you be a net contributor to using your vast knowledge to inform better decision-making.

Blindspot 2 Looking backwards and resistant to change:

A strong focus on the past can mean you resist new methodologies or change. This can be a blindspot for you in a rapidly evolving field like engineering.

How to Address It:

Flexibility and fast response might not be your natural mode of operation, but at times you need to be able to adapt. Work with your colleagues to ensure that your knowledge is a part of the team culture and a crucial part of informing progress. But practice being able to discard past ways of doing things. Make sure you engage in conversations about change so that it doesn’t come as a shock.

Blindspot 3 Slow to make decisions:

There is a risk of you becoming too focused on historical details, which can limit your ability to see the bigger picture or future possibilities.

How to Address It:

Working with colleagues, partners or managers can help you set clear goals that help you look to a future that is informed by the past. Practice working out which decision is important and which can be deferred. Again, use frameworks to help your decision-making and capture the information you have.

How to block the dark side of this wonderful CliftonStrength

To make sure you can reach your full potential try to balance your thoughts about the past with plans for the future. Don’t get stuck in reflection mode. The following strategies may be worth thinking about. While you may also have Futuristic or Strategic, think about partnering with these as complementary strengths

To balance your Context theme and prevent it from going to the “dark side,” leverage other strengths of your own, or someone else. Here are some complementary strengths and how they can help:

1. Futuristic: Can help balance your focus on the past with a vision for the future. Futuristic thinkers can inspire and motivate you to look ahead and embrace new possibilities.

2. Activator: Activators are great at turning ideas into action and can help your Context move from reflection to action more quickly.

3. Adaptability: Helps with flexibility and being open to change. Adaptable people can encourage you to experiment with new methods and technologies, making it easier to navigate change.

4. Strategic: Adds value in seeing the bigger picture and identifying the best path forward. They can assist you in turning historical insights into strategic plans that drive progress.

5. Positivity: Positivity can counterbalance the potential negativity of rehashing old issues. Positive individuals can help shift the focus from your Context of problems to solutions, creating a more optimistic and forward-looking atmosphere.

Conclusion

The Context theme is a powerful strength that can provide valuable insights and stability to a team. However, it’s important to be aware of its potential blindspots and take proactive measures to manage them. By balancing reflection with action, embracing change, focusing on solutions, setting clear goals, encouraging flexibility, and leveraging their strengths, your Context theme can continue to contribute positively to your teams and organizations.

Consistency and blindspots

28th January 2025

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Blindpsot Consistency blog

Navigating the Blindspots of Consistency

Exploring the Blindspots of Consistency in Engineering Teams: Strengths and Strategic Partnerships

In the world of engineering, the CliftonStrengths Consistency talent brings a critical perspective. Here we uncover the value of Consistency and its 5 potential blindspots. People with high Consistency value fairness, equality, and the establishment of stable processes. They tend not to like surprises, going to different holiday locations and prefer to find a rhythm to their life. They excel at creating dependable systems, ensuring everyone operates on a level playing field, and championing fairness in decision-making. However, like every strength, Consistency has potential blind spots. Understanding Consistency and its blindspots, and learning how to partner with complementary strengths can help engineers and their teams maximise their effectiveness.

What is the Consistency Strength?

People high in the Consistency talent thrive in environments that demand structure and fairness. They naturally seek to establish processes that ensure resources, expectations, and opportunities are distributed equitably. In engineering, this can mean creating standard operating procedures (SOPs), ensuring compliance with safety regulations, or building workflows that avoid favouritism. Their focus on stability and fairness can improve team morale, reduce inefficiencies, and foster a sense of order within the chaos of technical work.

However, strengths overplayed or applied rigidly can create challenges with colleagues, clients or indeed close friends or family. Let’s explore some of the key blind spots of Consistency, particularly in the context of engineering, and identify the CliftonStrengths themes that can serve as valuable partners.

Blind Spot 1: Resistance to Flexibility in Unique Situations

People with high Consistency prefer structured systems that apply equally to all. While this is invaluable for establishing a sense of fairness, it can lead to a rigid approach when exceptions are necessary. In engineering, where projects often present unique challenges or rapidly changing requirements, an overemphasis on uniformity can stifle creativity and adaptability. For example, a one-size-fits-all approach to problem-solving might overlook the nuances of a particularly complex or urgent issue.

How to Address It:

To overcome this blind spot, individuals with Consistency can seek out teammates with Adaptability or Ideation. Those with Adaptability thrive in dynamic, fast-moving situations and can bring the flexibility needed when processes must bend to fit unique circumstances. Similarly, Ideation talent holders can help brainstorm creative solutions that fit the immediate needs of the problem while maintaining fairness in the broader system. And Strategic as a theme can offer insights and alternative ways of doing things.

Practical Tip:

When faced with an exception, pause to assess its broader implications. Ask: Does this exception set a dangerous precedent, or is it a rare situation where deviation is justified?

Blind Spot 2: Perceived Lack of Empathy for Individual Needs

Consistency is often focused on the “big picture” of fairness, which can unintentionally overlook the unique circumstances or needs of individuals. In engineering teams, this might manifest as enforcing a rigid work schedule or workflow without fully considering personal challenges, such as someone’s need for flexible hours due to caregiving responsibilities. This perceived lack of empathy can create friction and lead to disengagement.

How to Address It:

Partnering with individuals high in Empathy or Individualisation can help bring a balanced perspective. Find a go to partner to have conversations that can help you explore this. Empathy talent holders are skilled at understanding others’ feelings and perspectives, which can help ensure that fairness doesn’t overshadow compassion. Meanwhile, Individualisation talent holders excel at tailoring solutions to fit the unique strengths and needs of each team member, creating a complementary approach to fairness.

Practical Tip:

Schedule regular one-on-one check-ins with team members to better understand their individual needs and how processes might accommodate them without compromising fairness.

Blind Spot 3: Slow Decision-Making in Ambiguous Situations

Consistency-driven individuals prefer clear rules and processes to guide their decisions. However, engineering projects often involve ambiguity and incomplete data. In such cases, the desire to wait until a system or rule is established can delay critical decision-making. This can frustrate teams that rely on agility and quick thinking, particularly in high-stakes situations like product launches or system failures.

How to Address It:

Partnering with someone high in Command or Activator can help mitigate this blind spot. Command talent holders excel at making decisive choices even in uncertain conditions, while Activators are adept at taking quick action to move projects forward. Together, they can complement Consistency’s preference for structure by bringing energy and urgency to decision-making.

Practical Tip:

When a decision needs to be made quickly, focus on the “minimum viable structure.” Define just enough process to guide the immediate decision without over-complicating or delaying action.

Blind Spot 4: Difficulty Embracing Innovation or Change

Consistency values stability, which can sometimes translate into resistance to change. While maintaining proven processes is often a strength, the fast-paced and evolving nature of engineering demands innovation. Over-reliance on the “way things have always been done” can hinder progress and leave teams lagging behind competitors who are more open to change.

How to Address It:

Team up with individuals who have Futuristic or Strategic talents. Futuristic talent holders are visionaries who can paint an inspiring picture of what the future could look like, helping the team see the benefits of change. Strategic, on the other hand, helps people excel at finding alternative pathways to achieve a goal, ensuring that the shift is both innovative and aligned with long-term objectives.

Practical Tip:

When faced with change, take time to map out how the new process aligns with the team’s core values and priorities. This can provide reassurance while allowing innovation to flourish.

Blind Spot 5: Overemphasis on Rules at the Expense of Relationships

In their pursuit of fairness, a rhythm or routine, people high in Consistency may come across as overly focused on the rules, potentially straining relationships within the team. For example, they might enforce policies in a way that feels impersonal, which can alienate colleagues who value a more relational or collaborative approach.

How to Address It:

Partnering with teammates who lead with Harmony or Relator can provide balance. Harmony talent holders excel at resolving conflict and fostering agreement, while Relator talent holders prioritise building close, genuine relationships. These complementary strengths can ensure that fairness doesn’t come at the cost of connection.

Practical Tip:

When enforcing rules, take time to explain the “why” behind them. Framing policies in terms of their benefit to the team or project can help build buy-in and trust.

Final Thoughts: Leveraging Partnerships to Maximise Consistency

The Consistency talent is a cornerstone of fairness and stability in engineering teams, but it’s not without its challenges. By recognising and addressing its blind spots, individuals with high Consistency can ensure their focus on equality doesn’t inadvertently hinder innovation, adaptability, or empathy.

Strategic partnerships with complementary strengths such as Adaptability, Empathy, Command, and Futuristic can help build a well-rounded approach to engineering challenges. Ultimately, it’s not about changing who you are but about leveraging your strengths in a way that maximises impact while maintaining balance. With thoughtful self-awareness and collaboration, the Consistency strength can help create engineering teams that are not only fair but also highly effective and innovative.

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The Dark Side of Futuristic:

Blind spots of the Futuristic theme

Strengths that complement Futuristic

Final Thoughts: Futuristic as a force for change

The Dark Side of Focus:

Blind spots, balance, and breakthroughs

Blind spots of the Focus theme

Strategies to manage Focus’s blind spots

Strengths that complement Focus

Spotlight: Focus + Connectedness

Final Thoughts: Focus as a force for good

Understanding Empathy

Blind spots of the Empathy theme

Emotional overload

Difficulty setting boundaries

Avoidance of conflict

Over-Identification with others’ emotions

Strategies to manage Empathy’s blind spots

Strategy #1: Practice emotional boundaries

Strategy #2: Schedule compassionate detachment

Strategy #3: Use Empathy to navigate, not avoid, conflict

Strategy #4: Balance emotion with data

Strategy #5: Create a self-care system

Strengths that complement Empathy

Discipline

Analytical

Command

Deliberative

Self-Assurance

How Discipline specifically supports Empathy

Who is your Discipline partner?

Final thoughts: Empathy as a strategic strength

Understanding CliftonStrength Discipline and its Darkside or Blindspots

Blindspots of the Discipline Theme

1. Rigidity and Resistance to Change

Impatience with Disorganization

Perfectionism and Overplanning

And for ideas how your Discipline might come across to others verbally, and what you can do about it, read our whitepaper on conflict and communication, it contains a table of all 34 CliftonStrengths.

Strategies to Manage Discipline’s Blindspots

Practice Flexibility

Delegate and Trust

Reframe Change as a System Upgrade

Celebrate Progress, Not Just Perfection

Build Empathy for Different Work Styles

Strengths That Complement Discipline

Adaptability

Ideation

Empathy

Strategic

Activator

Final thoughts

Learn to hack your wellbeing

The people skills and opportunties to practice them are core to UKSPEC.

As future managers and leaders, being adept at hacking your own wellbeing, and supporting your team to do so, is, I would like to think an essential professional credential.

Gallup wellbeing research

SUFFERING (1-3)

STRIVING (4-6)

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Katalytik Hack Your Wellbeing workshop

The Katalytik Resilience Navigator

Anticipating how you can meet stresses and pressures head-on lowers the effort to be able to bounce back from suffering to surviving to thriving. Using research-based approaches, makes it easier still.

Wellbeing and CliftonStrengths

In our workshops, we work with participants to connect their experiences to their CliftonStrengths and then explore how each connects to the sense of wellbeing using the Resilience Navigator.

Hacking wellbeing for engineers #1

Unlocking Wellbeing for Engineers26 June 2025 Birmingham Workshop

The next LinkedIn Live in this series is on 11 June 13:00 hrs BST and will explore strategies developed at Katalytik and RGU

Key Takeaways

Topics

Promising Approaches

Industry Perspectives Needed

Next Steps for Systemic Change

Understanding Developer

Common blindspots for Developer

Over-investment in others

Dependency creation

Neglecting performance metrics

Difficulty in setting boundaries

Strategies to use the Developer theme effectively

Partnering with other CliftonStrengths®

Unlocking Wellbeing for Engineers
26 June 2025 Birmingham Workshop

Partnering with other CliftonStrengths^®