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Tag: CliftonStrengths

Darkside of Discipline

20th June 2025
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| Strengths
Blindpsot Didciipline blog image showing a calendaer of a month of dates and red pins across it showing important moments.
Blindpsot Didciipline blog image showing a calendaer of a month of dates and red pins across it showing important moments.

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 The person with Discipline resists, preferring the current system—even if it’s outdated—because it’s familiar and proven.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.

  1. 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.

  1. 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.

  1. 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.

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Hack Your Wellbeing

19th June 2025
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| Opinion, PhD Series, What We Do
hack your wellbeing

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:

  1. 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. 
  2. The support services can feel ‘fluffy’, ‘not for me’, or like giving in, or failing.
  3. 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.

Graphic image of a person in a blue shirt wearing glasses with head resting on hands wth closed laptop and piles of books. NExt to a figure with indicators of stress and holding their hands on their head. How your wellbeing gets compromised

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

Contact usNext public 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.
resilience navigator map
  • 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: 

  1. Career – You like what you do (almost) every day
  2. Social – You have meaningful friendships in your life
  3. Financial – You effectively manage your economic life
  4. Physical – You have the energy to get things done
  5. 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.

Find out more

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CliftonStrength Developer and its blindspots

8th May 2025
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| Strengths
Blindpsot Developer blog cover image showing a group of young people in bright t shirts playing football.
Blindpsot Developer blog cover image showing a group of young people in bright t shirts playing football.

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.

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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:

  1. 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.
  2. 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.
  3. 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.
  4. 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.

.

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CliftonStrength Deliberative and Blindspots

10th April 2025
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| Strengths
A small white dog peers over a doorstep and appears nervouse or tentative
A small white dog peers over a doorstep and appears nervouse or tentative

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. 

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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.

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 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. 

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CliftonStrength Context and its blindspots go to the darkside

27th February 2025
| No Comments
| Strengths
An image of an old tree withthe rings exposed and text is the neeed for the backstory slowing things down?
An image of an old tree withthe rings exposed and text is the neeed for the backstory slowing things down?

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. 

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 

 

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.

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Consistency and blindspots

28th January 2025
| No Comments
| Strengths
Blindpsot Consistency blog
Blindpsot Consistency blog

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.

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.

 

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 power and edge of Connectedness

20th December 2024
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Blindpsot Connectednes mage of people locked arms together
Connectedness blindspots in text and a groupf of peopel with locked arms

Navigating the Blindspots of the Connectedness Theme

In the dynamic world of engineering, collaboration and an holistic view are so important. This is where the CliftonStrength Connectedness theme shines brightly. Those with this strength excel at seeing patterns, fostering unity, and enhancing teamwork. However, like all strengths, Connectedness has its blindspots. Recognizing and managing these can transform potential pitfalls into powerful growth opportunities. And, in a world where logic and facts have such high value, it helps you understand how Connectedness can be perceived.

The Connectedness theme is a powerful asset in the sector, offering a unique ability to see the bigger picture and foster collaboration. By recognizing and managing its blindspots, individuals and teams can leverage this strength to its fullest potential. Encourage your team to embrace constructive conflict, seek evidence-based connections, balance group and individual focus, and simplify decision-making processes. With these strategies, the Connectedness theme can truly shine, driving innovation and unity in your projects.


The Power of Connectedness

Connectedness is a strength that allows individuals to see the bigger picture. It’s about understanding that everything happens for a reason and that all things are interconnected. In the engineering sector, this can translate to a profound ability to integrate diverse elements of a project, ensuring that all parts work harmoniously together. This strength fosters a sense of unity and purpose, driving teams towards common goals and enhancing collaboration.

Identifying the Blindspots

Despite its many advantages, the Connectedness theme can lead to several blindspots if not carefully managed. Taking time to tune-in to this theme means you really can leverage its power and edge. These blindspots can manifest in various ways. For instance, a project team might avoid necessary confrontations to maintain harmony, leading to unresolved technical issues. Similarly, an engineer might make assumptions about system failures based on perceived patterns, without sufficient data to back up these assumptions. Finding a partner with other talent themes might be the answer for you, see some suggestions later. Four common blindspots stand out, which ones can you notice that ‘trip you up’?

Graphic of the four common connectedness blindspots

1.    Overemphasis on harmony

Individuals with strong Connectedness may avoid conflict to maintain harmony. While this can create a peaceful work environment, it can also lead to unresolved issues that fester over time. For example: A project team might avoid necessary confrontations to maintain harmony, leading to unresolved technical issues that could escalate over time. This avoidance can result in critical problems being ignored until they become unmanageable.

2.    Overgeneralization

The tendency to see connections everywhere can sometimes lead to making assumptions without sufficient evidence. This can result in misguided decisions based on perceived patterns rather than facts. For example: An engineer might make assumptions about system failures based on perceived patterns without sufficient data to back up these assumptions. This can lead to misguided troubleshooting efforts and wasted resources.

3.    Neglecting individual needs

A focus on the collective can sometimes overshadow individual contributions and needs. This can lead to your team colleagues feeling undervalued or overlooked. For example: in a team setting, focusing too much on the collective can overshadow individual contributions and needs. Team members might feel undervalued or overlooked, leading to decreased morale, lower productivity, and or engagement.

4.   Difficulty in decision-making

Seeing too many interconnected factors can make decision-making challenging. The complexity of weighing all these things can lead to indecision or delayed action. For example a Connectedness engineer might struggle to prioritize tasks or make timely decisions, resulting in project delays.

Measures to notice and interrupt the blindspots

To harness the full potential of the Connectedness theme while mitigating its blindspots, consider the following strategies:

  • Don’t shy away from constructive conflict

Don’t be afraid of disagreement and conflict. Be part of a culture where healthy debate is valued. Encourage your team to voice their concerns and ideas openly. Structured conflict resolution techniques can be generative and even lead to innovation.

  • Seek evidence-based connections

Embrace critical thinking and data analysis. Validate your assumptions with empirical evidence to ensure connections are based on facts rather than perceptions. This will also raise your value in the eyes of others.

  • Balance group and individual focus

Recognizing and celebrating others’ contributions within your team context validates varied contributions. Oftentimes colleagues with lots of Executing strengths can be so focused on getting things done, that they forget to acknowledge progress and growth. Ensuring that individual needs are met and that everyone feels valued for their unique input grows a sense of belonging and raises engagement.

  • Simplify decision-making processes

Use decision-making frameworks to manage complexity. Prioritize key factors and make informed choices, even when faced with numerous interconnected elements. Even use AI tools to offer you frameworks to try.

 

Actions to stay on top

Engage in regular reflection and feedback

Try to embark on regular self-reflection and peer feedback.  Use the self-reflection framework in the Katalytik Library. Tools like 360-degree feedback can provide valuable insights into how Connectedness is being perceived and utilized. Read up on the Johari Window and ask for feedback.

Training and development

Take time to read around, maybe take a training course, and practice different strategies for conflict navigation. The Katalytik Whitepaper reviews conflict and communication through the lens of CliftonStrengths. You might consider a training course on conflict resolution, critical thinking, and decision-making strategies. Workshops and seminars can equip you with the skills you need to manage your strengths effectively.

Create a supportive environment

Be part of creating an environment where your fellow team members feel safe to express their concerns and ideas – psychological safety. Promoting such a culture of continuous improvement and learning, means blindspots are seen as opportunities for growth. Choose to read books that explore Radical Candour (Kim Scott, 2017, ISBN 9781529038347) and Crucial Conversations (Kerry Patterson and Joseph Grenny, 2021) for example – or contact Katalytik to discuss a workshop.

Explore complementary CliftonStrengths

Your CliftonStrengths reports suggest potential strengths with which to partner. Indeed, you may even have these in the top of your profile. If so, congratulations, you can do some of this lifting yourself. We’ve picked out a few to focus on to balance your Connectedness theme:

Analytical: Helps ground the intuitive connections of Connectedness with data and evidence, ensuring decisions are based on solid analysis.

Deliberative: Adds a cautious and careful approach to decision-making, helping to avoid overgeneralization and hasty conclusions.

Individualization: Focuses on recognizing and valuing individual contributions, balancing the collective focus of Connectedness.

Command: Brings a decisive and assertive approach, countering the potential indecisiveness of Connectedness.

Focus: Helps prioritize tasks and maintain direction, ensuring that the broader connections seen by Connectedness are translated into actionable steps.

Restorative: Adds a problem-solving mindset, helping to address issues head-on rather than avoiding conflict for the sake of harmony.

 

Conclusion

The Connectedness theme is a powerful asset in the engineering sector, offering a unique ability to see the bigger picture and foster collaboration. By recognizing and managing its blindspots, you and your team will benefit and start to leverage this strength to its fullest potential. Encourage your team to embrace constructive conflict, seek evidence-based connections, balance group and individual focus, and simplify decision-making processes. With these strategies, the Connectedness theme can truly shine, driving innovation and unity in your projects.

And why not book Katalytik to facilitate a workshop?

Katalytik can share ways to introduce crucial conversations and deep listening with your team.

Why not book a free call?

Curios about our high-performing team sessions can be found here

Book a call

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Connectedness blindspots

27th November 2024
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Image of jan in a green cardigan holding a microsphone with her right hand in the air.

November 2024 News

It’s a shock to us, if not to you, that we are a quarter way through the 21st century. As our penultimate newsletter of 2024 we want to share our passion for group coaching and the importance that everyone deserves and needs a coach, see Jan’s LinkedIn post) and that the essence of a high performing team is about communication.

It’s now 5 years since we launched our conversations on inclusion. And in 2025 we want to grow the engagement with this approach.: to help stop the preaching about EDI and to enable and empower each person to do one thing.

This month we’re exploring

  • The CliftonStrength, Competition – scroll to the bottom
  • The benefit of getting a coach , early in your career, and especially for PhD/Postdocs. Also, how group coaching is a cost effective and powerful choice.
  • Helping to get things done with the FREE graphic summary of the 4 disciplines of execution
  • Notice of our December Strengths Jam end of year party. 4 December at 11am

We hope you will be rooting for us at the Elektra Awards, for a company supporting the education and training of engineers on 10th December.

We continue to love, love, love, facilitating workshops and create action plans for a diverse range of inclusion programmes with corporates, professional societies, and universities including renewing for Athena Swan.

This year in the office we are enjoying the sunny days, knowing that all our energy for heat, light, and PCs is coming from the sun! 100% solar.

In the meantime we hope your Movember is a good one. 

Jan and the Katalytik team

PS If you’d like to catch up and hear more, or check-in for a chat  just book a call

PPS don’t forget to sign up to our GDPR compliant news letter at the top of the page to get this direct to your inbox. 

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Elektra finalist 2024

We are excited to have been shortlisted for the Elektra Award, for companies supporting engineering education. Since we led the Set to Lead project at UCL in 2010 we have proivded input to the UKSPEC and AHEP, three times! gone on to embed inclusive thinking into the award winning Integrated Engineering Programme at UCL, and from the symposia in 2016 and 2018 written the report Designing inclusive engineering education. Our learning has led to our Engineering Inclusion Forum – training trainers to tweak their programmes, supporting doctoral students and academics, and working to measure progress.

the work vortex

We’re not all blessed with ‘executing themes’ high in our CliftonStrengths profile. But we probably all get caught up in the vortex of work and life. This months ‘must read’ and your free download is the summary of the book “The 4 disciplines of execution” by Chesney, Covey, and Huling.

If you find yourself in a vortex, are stuck, and feel like you just aren’t getting things done, see if this helps. And then read Atomic Habits! 

4 researchers standing around a glass window with post it notes.

The value of coaching early in one’s career is often underestimated. While coaching is often associated with senior professionals, the truth is that coaching can propel individuals towards their goals swiftly. As Eric Schmidt of Google emphasized, ‘Everyone needs a coach.’ We advocate for the impact of group coaching. It serves as a platform for peers to collaborate, learn from each other, and grow collectively. It provides an opportunity to enhance practice listening skills abilities by actively engaging in the coaching process. Read more on Jan’s LinkedIn

A man standing in front of a screen pointing to a diagram and the words taking strengths deeper

Helen and Jan took a day out of the office to meet with other CliftonStrengths coaches and Simon Hurry of Play Nicely to dive deeper into positive psychology and Simon’s deep thinking of how groups of CliftonStrengths are often found within one person.

Simon has framed these types into a 4×4 matrix that shape how we show up: as Guardians, Change Managers, Change Agents, and Reformers.  We’re looking forward to exploring his methodology in 2025 and bringing our insights to our workshops and teams very soon. If you want to stay ahead of the curve, call for a chat.

Graphic lightbulb on dark blue background with Electric Dreams written across the front.

Katalytik is excited to be the training provider for the Electric Dreams project – celebrating the innovation and passions of women from 1924 who set up the Electrical Association of Women to “free them from domestic drudgery”. And asking people to think forwards to 2054. Part of this years Ingenious fund, we are providing the training and faciliation of the project. 

Funded by the Royal Academy of Engineering Ingenious Project Jan is excited to be the training facilitator. 

Strengths jam with images of jan, helen and a participant. The Katalytik Community call.

Strengths Jam – 4th December  11am

A Strengths Jam Christmas Party 😊

Let’s reflect on great moments from 2024,  What strengths were you using, and why are these such powerful memories? How can we bring this into the Christmas period and 2025? In true party style, you all leave with an e gift from us at Katalytik

Join us by registering here

Silvered figures sprinting across the image withthe title for the blog "Competition blindspots" and a small icon of Darth Vader.

This month’s strengths blog

The CliftonStrength Competition® is a gift in many settings. It brings an energy and push to be first. Appreciating that others are not motivated by being first, or winning at all costs, can seem surprising. Time to reflect and explore what their world is like can be an eye-opener into how you can be helpful partners.

This blog looks at the darker side of Competition and offers strategies for leveraging its power and learning how to let it be a help and not a hindrance to your success.

Read the blog

 

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Competition blindspots

25th November 2024
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a digital image of figures ina race

Unveiling the Blindspots of the CliftonStrength Competition theme and ideas how to address them The CliftonStrengths Competition theme drives performance and excellence. However, even the most positive traits can have their blind spots. In this article, we delve into the potential pitfalls of the…

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Command goes to the Dark Side

25th September 2024
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Blindpsot Command blog

Introduction Your Command gives you an energy and passion, that you wear as a cloak, and it’s possible you may not be aware of it. Be sure though, that others see it clearly. It brings a certainty and aura of confidence. The thing is…

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