Tuesday, April 15, 2008

Interviewing for Strengths

This month's Gallup Management Journal (www.gmj.gallup.com) features an article by Brian Brim, Debunking Strengths Myth #3, in which he writes about "probing for strengths." Brim suggests many questions, including "How do you communicate?" "What drives you?" "How do you set direction and make decisions?" "How do you overcome obstacles?" and "How do you maintain and build relationships?"

While these questions may be useful, they are likely to incite skill-based answers, or simply confusion. There's nothing wrong with tackling the strengths questions head-on. In our book, Play to Your Strengths, Carol and I suggest questions such as these:
  • You indicate that you have a skill in empathy (or creativity, or analysis, or whatever they've listed on their resume or development plan.) What talent or strength do you possess that underlies this skill?
  • What does the word "empathy" mean to you and how do you know you possess it?
  • Tell me about a situation at work in which you were challenged to use your strength of "empathy."
  • What do you excel at?
  • What is easy for you?
  • What are you passionate about?
  • Tell me about the last time you were in the "flow" and lost track of time. What were you doing?
  • Review the last two weeks in your mind. When were you at your best -- engaged and productive? What strength or talent was manifesting at that time?

It's fun and powerful to discuss strengths with employees, candidates, and best friends! It is useful for managers who want to engage the best of their staff members, as well as for people who work together or live together. Enjoy your discovery!

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