Leveraging Clifton Strengths in Remote and Hybrid Teams

As remote and hybrid work environments become more prevalent, leaders and teams must find new ways to collaborate, communicate, and connect effectively. One powerful tool for navigating these dynamics is Gallup's Clifton Strengths. By understanding and leveraging each team member's unique strengths, remote and hybrid teams can enhance productivity, foster a sense of belonging, and create a more cohesive work environment.

Here’s how to apply Clifton Strengths to your remote or hybrid team.

Step 1: Identify and Share Team Members’ Strengths

The first step is to ensure that every team member has completed the Clifton Strengths assessment and is aware of their top 5 strengths. Once everyone’s strengths are identified, share these results openly within the team. This can be done through virtual meetings, a shared document, or a dedicated channel on your team’s communication platform.

Team members gain insight into how each person works best by showing strengths. For example, someone with the "Activator" strength might be great at initiating projects and getting things moving, while someone with "Input" might excel at gathering information and conducting research. Knowing this helps teams assign tasks and collaborate more effectively, even from a distance.

Step 2: Align Strengths with Team Roles and Responsibilities

Clarity around roles and responsibilities is crucial in remote and hybrid teams. Use Clifton Strengths to align tasks with each team member's natural talents. For example, if one team member has a strength in "Communication," they might take the lead on presenting ideas or managing team updates. Someone with a "Restorative" strength could focus on problem-solving or troubleshooting issues as they arise

When possible and appropriate, review and adjust roles regularly based on strengths to ensure everyone is working in their zone of excellence. This alignment boosts engagement and productivity and helps remote and hybrid teams operate more smoothly.

Step 3: Build Trust Through Strengths-Based Communication 

In remote and hybrid teams, trust is foundational, where face-to-face interactions are limited. A strengths-based approach to communication can help build that trust. Encourage team members to share how their strengths shape their work style, decision-making processes, and preferences.

For instance, a team member with the "Analytical" strength might explain that they need data and evidence to support decisions. At the same time, someone with "Empathy" might prioritize understanding team dynamics and individual emotions. Discussing these strengths helps build mutual respect and trust by acknowledging that everyone brings unique value.

Step 4: Leverage Technology to Connect Strengths

Technology plays a vital role in connecting remote and hybrid teams. Use digital tools to leverage team strengths more effectively. For example:

- Virtual Workshops and Breakout Sessions: Host virtual workshops focused on understanding and applying Clifton Strengths. Use breakout rooms for smaller, strength-based discussions or problem-solving sessions.

- Digital Profiles: Create digital profiles or "strengths cards" for each team member highlighting their top 5 strengths. These can be included in email signatures, team directories, or internal platforms.

Strengths-Based Recognition: Use collaboration tools to recognize and celebrate team members who effectively apply their strengths. When appropriate and with the recipient’s consent, publicly acknowledging strengths in action fosters a positive team culture. A simple “Jane, can I single you out for a moment to highlight one of your strengths?” is a beautiful invitation.

Step 5: Adapt Strengths to Virtual Collaboration

Remote and hybrid teams require different collaboration strategies. Adapt the way strengths are used to fit a virtual environment. For example:

- "Relator" Strength: Team members with this strength excel in forming deep, one-on-one connections. Encourage them to lead in mentoring or coaching others via virtual coffee chats or regular check-ins.

"Focus" Strength: Individuals with this strength excel at driving towards goals. Assign them to manage project timelines and keep the team on track during virtual meetings.

- "Adaptability" Strength: Those with this strength can handle change well. They can help others adjust to new processes or tools in a hybrid setting.

Step 6: Encourage Strengths-Based Team Development

Team development is essential for remote and hybrid teams. Use Clifton’s Strengths to guide these efforts. Organize virtual team-building activities focusing on understanding and leveraging each other’s strengths. For example:

- Strengths Spotting Exercises: During meetings, encourage team members to call out when they see a colleague using one of their strengths effectively.

- Strengths-Based Problem Solving: Present a challenge or project and ask team members to approach it using their top strengths. This can foster creative solutions and highlight the diverse skills within the team.

Step 7: Foster a Strengths-Based Culture of Feedback 

Feedback is critical to team success, especially in remote and hybrid environments. Encourage a culture of strengths-based feedback, where team members provide constructive input aligned with their strengths. For example:

- Positive Reinforcement: Highlight how someone’s strengths contributed to a project’s success. “Your ‘Ideation’ strength brought so many creative solutions to the table during our brainstorming session.”

 - Constructive Feedback: Frame feedback in a way that encourages growth. “I noticed that your ‘Achiever’ strength drives you to complete tasks quickly, but sometimes it might be helpful to pause and get more input from the team.”

This approach promotes continuous development and helps each team member feel valued and understood.

Step 8: Use Strengths to Navigate Challenges

Remote and hybrid teams face unique challenges, such as communication gaps, feelings of isolation, or goal misalignment. Use Clifton Strengths as a framework to navigate these challenges:

 - Conflict Resolution: Understanding each other’s strengths can help diffuse tension and find common ground. For example, if two team members disagree, use their strengths to find a solution that leverages both perspectives.

 - Building Resilience: Teams with a clear understanding of their collective strengths are more resilient in adversity. Encourage the team to rely on their strengths to overcome obstacles, stay motivated, and maintain momentum.

Leveraging Clifton's Strengths in remote and hybrid teams creates an environment where everyone can thrive despite the physical distance. Leaders can build trust, foster collaboration, and drive better results by identifying, aligning, and developing strengths. Remember, it’s not just about knowing your strengths—it’s about using them strategically to enhance team dynamics, drive engagement, and achieve shared goals. In this new world of work, a strengths-based approach might be the key to unlocking your team's full potential.