STRENGTHS ACCUMULATOR

If you have already submitted your Strengths to the accumulator, you can now see how you fit into the overall organisational picture and click on the link to the picture and high-level observations about the strengths in your team.

If you have not yet submitted your strengths to the overall picture, click here and see your Strengths being added to the total.

The Clifton StrengthsFinder identifies three keys to being an effective leader: knowing your strengths and investing in others’ strengths, getting people with the right strengths on your team, and understanding and meeting the needs of those who look to you for leadership.

There are four domains, with 34 signature strengths presented and analysed for your team which will help to establish a universal ‘strengths’ language across the Electoral Commission community.

The Team Strengths profile provides visibility to individual and team strengths. It is a helpful starting point to facilitate meaningful conversations around naturally occurring talents, discovering your individual strengths, sharing with others, feeling supported in a trusting environment, and understanding the Four Domains of Leadership Talent to help ensure success when leveraging the Team Strengths profile to build a high-performing team.

Organisation Overview

As of 14 March 2023, people submitted their strengths to the accumulator from across the organisation.

Summary

Dividing the four strengths domains provides a clearer perspective of how the themes operate. A balanced team has a distribution across each of the domains which can be more productive and deliver better results. Recognising the specific needs for each Domain is an essential part of drawing out the best of the organisation, which is highlighted in the tables below representing the top three strengths in each domain.

The Strategic Thinking (33%) and Relationship Building (32%) Strengths are the most dominant, accounting for two thirds of the workforce. Executing (26%) and Influencing (9%) account for 35% of the strengths profile.

The Executing domain is about the ‘how’ things are done, clarifying purpose, and setting expectations and goals; they set the pace with high levels of stamina. Achiever (39) is the most dominant of the nine themes.

The Influencing strengths are the least dominant within the organisation, accounting for 9% of the profile. Influencers are about the ‘why’. Often described as the powerhouse of motivation, energy and drive within the organisation. Of the eight themes, Communication is the most dominant with 26 individuals possessing this strength.

The Relationship Building domain is about people, these nine themes have an innate ability to take the human component into the equation. They look at how individuals fit into the bigger picture and can create pathways for them to thrive. Harmony is the most dominant, with 52 individuals having this strength.

The Strategic Thinking domain is all about ‘what.’ When a plan needs to be made, or a new idea created for solving a problem, these eight themes can help accomplish that. The Input strength is the most dominant within the organisation, seen in 60 individuals.

There is a close correlation between the Strategic Thinking and the Influencing Domains where they need each other. One sets out the direction and the other provides the inertia to get moving.

The Relationship Building and the Executing Domains determine who is the best person for the job and how to do it. Working closely together they provide the engine room of the team.

Campaigns and Corporate Identity Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

The team is evenly shared between three of the four domains, with less dominance in Influencing. This team profile suggests that the members of the team pride themselves in building and maintaining healthy working relationships, with a particular emphasis on caring, compassion and avoiding conflict. The Strategic Thinking domain has an emphasis on reflection and introspection, and enjoys learning and gathering information. The team will have a reputation for being efficient and effective.

How might we think more deeply about how things get done and shared appropriately?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 22% of the team have a dominance.

The team profile demonstrates an even spread across the domain, with Restorative being the dominant signature strength. The team will function best in a consistent environment where the rules are clear and applied to everyone equally. This is a dependable team whose mantra will be to work hard and to succeed: an environment where people know what is expected. The Restorative signature strength represents people who are adept at dealing with problems and is complemented by empathy and developer from the Relationship Building domain. This lends itself and complements the other themes within the team.

This is the least dominant of the four domains (8%), which implies that the influencing ability of the team will stem from the other three domains, most likelihood from Relationship Building. What is worth noting is that this domain comprises the least frequent of the 34 themes of Strengths, which means sometimes it’s misunderstood, and as such the more subtle ways of influence aren’t necessarily noticed. It will be helpful for the team to look for ways in which influence is seen in the strengths of the other domains.

People with these signature themes are described as the ‘glue that holds the team together’. People strong in Relationship Building are driven and people focussed, and like to get others involved.

This domain is heavily weighted, being the most dominant of the four domains (40%). These strengths are witnessed in those who are naturally intuitive of others needs and show this through caring and compassion. The likelihood is a team that is good at bringing others together, helping them see that what they have in common is more powerful than their differences. With a natural ability to sense areas of potential conflict, the team will seek solutions to conflict before it escalates. The team should be mindful to avoid reaching easy solutions to disharmony but should address issues as they arise.

People strong in this theme are future focussed, decision makers, and opportunists who are always reviewing information and data and applying what they learn. Within the team, 30% have a preference in this theme.

These signature strengths have significant responsibility and accountability for planning and strategic direction. Of note, Input is the dominant strength in the team, displaying a natural ability to ask the right questions to discover and learn important information that leads to better problem-solving. The team should be aware that inquisitiveness leads to asking powerful questions, and as such, it is advisable to use emotional intelligence to discern when probing can become uncomfortable and even detrimental to a relationship.

Digital Communications and Learning Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

The team is heavily dominant in Relationship Building and Strategic Thinking, followed by Executing, and less dominance in Influencing. This team profile suggests that the members of the team pride themselves in building and maintaining healthy working relationships, with a particular emphasis on developing people. There will be a high level of introspection, reflection, learning and intellectual stimulation.

Awareness of the areas that are not the team’s greatest strength, namely Executing and Influencing, will enable team members to seek support to partner in generative ways.

What additional input would bring energy to the team?

People with these signature themes like to make things happen, they stay focussed on the goal and turn ideas into actions.

Within this domain, 16% of the team have a preference, with Arranger, Discipline & Responsibility taking prominence, suggesting that efficiency and structure is important. This profile also indicates that the team may have some great plans, buy into the vision, and appreciate each other’s company, but may struggle to implement. The achieving results may be influenced from the strategic thinking domain. The team should be intentional about setting goals and monitoring outcome delivery, maximising the arranger and responsibility strengths of some members of the team.

People displaying strong influencing themes like to sell ideas, and get people enthused and motivated. They are confident and will willingly take charge and speak up. They are generally creative and energetic and love to work with and through people. Within this domain, there are 2 signature themes, accounting for 10% of the team – communication and woo.

Within this signature, themes may impact on the way in which the team promotes itself both internally and externally, builds and maintains networks, and shares successes. This is the least dominant of the themes, and those with communication and woo will be encouraged and respond well with those positivity and learner strengths.

This domain is the most dominant of the four domains (40%). These strengths are witnessed in those who are naturally intuitive of others needs and show this through caring, nurturing and encouraging. Lots of Relationship Building themes create a very social environment which works well if everyone agrees. However, there may be the avoidance of initiating a change or challenging an issue to save rocking the boat or causing an upset. The team should recognise the need for balance of becoming too involved in the problems of people. A considered choice of assuming more enabling and empowering behaviours in encouraging people to seek solutions.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 34% have a preference in this theme.

Digital, Data, Technology & Facilities Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

At the core, teams are made up of partnerships. The more this team appreciates the partnership between task and relationships, the more the team will grow.

What if this sense of doing the right thing in the right way was like a thread running through the team?

People with these signature themes like to make things happen, they stay focussed on the goal and turn ideas into actions. Within this domain, 28% of the team have a dominance.

The team profile suggests a well-distributed pattern of being productive and outcome focussed. There will be a desire to treat people the same and to have stable routines and clear rules and procedures that everyone can follow. There may be a potential for work to be progressed in silos, with no one person taking overall responsibility. The achiever and restorative strengths may tend to push too hard, alienating colleagues. The ‘push’ can be led from strategic imperatives.

Within this signature theme, the percentage of 5% may impact on the way in which the team promotes itself both internally and externally, builds and maintains networks, and shares successes. Those with activator and communication will assume responsibility for influencing stakeholders, but the team might wish to consider and explore how best the strengths in the three other domains are influencing internally and externally.

People with these signature themes are described as the ‘glue that holds the team together’. People strong in Relationship Building are driven and people focussed, and who like to get connect and get others involved. The Relationship Building Domain is about the Who: they know who to involve and who is best for the task.

This domain is the most dominant of the four domains (39%.) These strengths are witnessed in those who enjoy working with and through people, and look for areas of growth and development through strong facilitative leadership approaches, such as coaching. This profile suggests a healthy appreciation of the well-being needs of others. Sometimes Empathy can take the form of sympathy, which can at times hinder making difficult decisions.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 28% have a preference in this theme.

The team will be adept at learning and applying analytical skills. Some thought should be given to applying lessons from the past to the future in terms of innovative and creative ways of working and strategic development.

Executive Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

People exceptionally talented in the Strategic Thinking domain create alternative ways to proceed, which is integral within the sphere of the Executive Team. It would be worth considering how, as a team, you think about implementation and who you are taking on the journey with you. The preference in thinking is to look for reasons, causes, and factors that impact on situations, without explaining the why and the impact that decisions have on others. It is useful to make strong connections with others across the organisation who have differing strengths.

How do you know people are on the journey with you?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 28% of the team have a dominance.

The strength of the team is seen in taking accountability and care in making decisions. Understanding the expectations of the task is essential to know when their work is complete so they can celebrate and move on. There might be a tendency for this team to be overly consumed in strategic thinking and they may miss deadlines; hence the need to be clear about expectations and outcomes and to recognise where these can be appropriately delegated to other teams.

People displaying strong influencing themes like to sell ideas and get people enthused and motivated. They are confident and will willingly take charge and speak up. They are generally creative and energetic and love to work with and through people. Within this domain, there are three signature themes, accounting for 16% of the team.

The signature strengths of this team exude an inner confidence and self-belief that their decisions overall will be right and that their competitiveness expresses a desire to win. The caution for the team would be an awareness that others may misunderstand the drive to succeed, and as such, people could feel disconnected and undervalued by the system.

This domain accounts for 4% of the team profile, with each signature strength represented. Missing the Relationship Building themes may result in the Executive Team working in isolation and focusing more on the strategy and task than the people. It may feel like a functional group of people rather than a collective team.

People strong in this theme are future focussed, decision makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 52% have a preference in this theme.

These signature strengths have significant responsibility and accountability for analysis, planning and strategic direction. Therefore, it is unsurprising that an Executive Team is heavily weighted to the Strategic Thinking domain. Because the team asks a lot of questions, others may see this team as doubting or questioning the validity of others work, which can be demoralising. Strong Strategic Thinking themes increase the seriousness and intensity of a team, which can result in lots of planning with not so much action.

External Communications Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

The Influencing domain is less dominant, with the other three evenly distributed. This team profile suggests that the members of the team pride themselves in building and maintaining healthy working relationships, with a particular emphasis on caring and compassion and avoiding conflict. Those in the Strategic Thinking domain are inclined to learn from the past and enjoy gathering and analysing information. The team will have a reputation for being efficient and effective.

How do you evaluate and measure progress? How do you know your activity is getting you where you want to go?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 31% of the team have a dominance.

The team profile demonstrates an even spread across the domain, with Achiever being the dominant signature strength. The team will function best in a consistent environment where the rules are clear and are applied to everyone equally. This is a dependable team whose mantra will be to work hard and to succeed. This is an environment where people know what is expected. There can be a danger of over-committing and with a focus on task completion. The team might overlook or underestimate the value of people and relationships, although the profile of the team suggests an importance on human relations.

People displaying strong influencing themes like to sell ideas and enthuse and motivate people. They are confident and will willingly take charge and speak up. They are generally creative and energetic and love to work with and through people.

Within this signature theme, the team may rely on those with these strengths to carry the mantle for promoting the team internally and externally, building and maintaining networks, and sharing successes. Their greatest contribution is to help their team reach a much broader audience.

These strengths are witnessed in those who are naturally intuitive of others needs and show this through caring and compassion. The likelihood is a team that is good at bringing others together and helping them see that what they have in common is more powerful than their differences. With a natural ability to sense areas of potential conflict, the team will seek solutions to conflict before things escalate.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data, and applying what they learn. Within the team, 29% have a preference in this theme.

These signature strengths have significant responsibility and accountability for planning and strategic direction. Of note, Input and Learner are the dominant strengths in the team, displaying a natural ability to ask the right questions to discover and learn valuable information that leads to better problem-solving. The team should be aware that inquisitiveness leads to asking powerful questions, and as such, it is advisable to use emotional intelligence to discern when probing can become uncomfortable and even detrimental to relationships.

Finance Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

The team is 55% focused on people and 45% on task. The dominant being Relationship Building, which is about the ‘who’: knowing who to involve and who is best for each task. Within a smaller team of 4 this might be relatively straightforward; however, it might be expedient to consider how the team works effectively together and makes progress in concert with the organisational strategic imperatives.

What is the challenge yet to be discovered?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 30% of the team have a dominance.

This is a small team where Consistency, Responsibility and Restorative themes are prominent in people who can get things done and done well. By clarifying the purpose and setting out a structure, they make the most of the resources available. Consistency talents bring clarity and understanding to multi-faceted situations, such as finance, Responsibility fosters a deep sense of trust, which enables the team to build strong relationships across different teams in the organisation.

People displaying strong influencing themes like to sell ideas and get people enthused and motivated. They are confident and will willingly take charge and speak up. They are creative and energetic and love to work with and through people.

This is a people-oriented domain, with Communication, Significance and Woo in the team’s profile. The belief is that no action is insignificant, and as a result, the team will take action to influence and will share this confidently with a degree of panache. These strengths are all about the Why, and they bring why something needs to happen.

These strengths are witnessed in those who are naturally intuitive of others needs and show this through energy, person-centeredness, and positivity. The likelihood is that this is a team good at improvisation and adapting to change, bringing others together, and helping them see that what they have in common is more powerful than their differences. With a natural ability to sense areas of potential conflict, the team will seek solutions to challenges before things escalate. The team should be mindful to avoid reaching easy solutions to conflict, but should address issues as they arise.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn.

The Analytical theme is categorised by searching for reasons and causes. Those with this strength have the ability to think about all of the factors that might affect a situation. They tend to be logical and rigorous in their thinking before acting, and for a finance team this is a highly sought-after talent. Advisable to use emotional intelligence to discern when probing can become uncomfortable and even detrimental to a relationship. Be aware not to keep your thought processes to yourself and only share your conclusions with others. The wider team need to see and hear the logic behind decisions.

Guidance Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

This profile suggests that the members of this team pride themselves in building and maintaining healthy working relationships, with a particular emphasis on caring, compassion and avoiding conflict. The team will be good at gathering information and may need to take stock in how this is translated into strategy.

How can you tap into the signature themes to celebrate success?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 28% of the team have a dominance.

The team profile demonstrates an even spread across the domain, with Achiever being the dominant signature strength. The team will function best in a consistent environment where the rules are clear and applied equally. This is a dependable team whose mantra will be to work hard and to succeed. This is an environment where people are clear about expectations and will walk the talk. The guidance team will delight in the How, considering how to do it properly and when.

This is the least dominant of the four domains, which implies that the influencing of the team will be delivered from the three other domains. What’s important to know is that this domain comprises the least frequent of the 34 themes of the StrengthsFinder, which means sometimes it’s misunderstood, and as such, the more subtle ways of influence aren’t necessarily noticed. Helpful for the team to look for ways in which influence is seen in the other domains. The dominant strength in the team is Communication. This strength naturally looks for ways to fine-tune and maximise the message and works well with people who possess Intellection and who can explore new opportunities, creating energy, acceptance and understanding within the organisation.

This domain is heavily weighted, being the most dominant of the four domains (34%). These strengths are witnessed in those who are naturally intuitive of others needs and show this through nurturing and developing. The likelihood is a team that is good at bringing others together and helping them see that what they have in common is more powerful than their differences. With a natural ability to sense areas of potential conflict, the team will seek solutions to conflict before it escalates. The team should be mindful to avoid reaching easy solutions to conflict but should address issues as they arise.

These signature strengths have significant responsibility and accountability for planning and strategic direction. Of note, Input, Intellection and Learner are the strengths highlighted, displaying a natural ability to ask the right questions to discover and learn important information that leads to better problem solving. This is invaluable to the organisation as they bring and have explored information and new perspectives. There is a danger, however, that the team can become disabled by indecision.

Human Resources Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

The profile is distributed between Executing, Influencing and Relationship Building, all of which focus on the people professional aspects of the organisation. A dominance in Relationship Building supports the work the team do in learning and support. An area for consideration would be to explore the gaps in the team with regards to Strategic Thinking and where an intentionality of new thinking with others could help to complement and further enhance the areas of greatest strength for themselves and for the employees they serve in the context of organisational vision, mission, and objectives.

How might we use our collective knowledge and desire to involve people to further develop a feedback culture that challenges inappropriate thinking and behaviours?

People with these signature themes like to make things happen, they stay focussed on the goal and turn ideas into actions. Within this domain, 29% of the team have a dominance.

The team profile suggests that this is a highly productive and outcome focussed team, with consistency being dominant, demonstrating the need to treat people as individuals, yet at the same time recognising the need to have stable routines and clear rules, procedures, and guidelines that everyone can follow.

Within this domain, 20% of the team profile have a preference, which impacts on how the team promotes itself internally and externally, builds and maintains networks and shares successes. This team has a belief in its ability and confidence in its knowledge and skills to get people involved and speak up for others, which one would expect to see from an HR team. Analysing all the team profiles, this team could be described as the powerhouse of motivation and drive, crafted with the art of persuasion, and delivering a cohesive message. The team needs to be aware of the potential for them to drift off in different directions if not paying attention to strategic thinking, which could cause frustrations with colleagues.

This domain is the most dominant of the four domains (37%). These strengths are witnessed in those who are naturally intuitive of others needs and show this through caring, nurturing and encouraging. This will be most evident in the signature strengths harmony and relator, where they don’t enjoy conflict; rather, they seek areas of agreement. Because the natural inclination of the team is toward conflict resolution, there may potentially be a shadow side where an easy solution is found rather than the best, which may be more challenging.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team there is a 14% preference in this theme, which is the least of the four domains.

The HR team profile is significantly focussed on people (not unsurprising) and getting the job done. It would be beneficial to consider how the team is maximising the strengths of those who share analytical, strategic, input, and futuristic strengths to ensure the credibility of the team is maintained in terms of the strategic thinking for employees’ wellbeing, growth, and development. In essence, the team may work effectively together and make progress, but are they doing the right things?

Legal and Governance Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

The team has significant strengths in three of the four domains, with less dominance in Influencing. This team profile suggests that the members of this team pride themselves in building and maintaining healthy working relationships, with a particular emphasis on caring, compassion, and building trusting relationships. The Strategic Thinking domain, being the most dominant, is orientated toward learning, gathering information and analytical discussions. The team will have a reputation for being efficient and effective. The team might consider how they motivate and maintain energy to maximise creativity and innovation.

What additional input would bring energy to the team?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 27% of the team have a dominance.

The team profile demonstrates an even spread across the domain, with Restorative and Achiever being the dominant signature strengths. The team will function best in a consistent environment where the rules are clear and are applied to everyone equally. This is a dependable team whose mantra will be to work hard and to succeed. This is an environment where people know what is expected. The Restorative signature strength represents people who are adept at dealing with problems. This lends itself and complements the other themes within the team.

This is the least dominant of the four domains, which implies that influencing will come from the other three domains. Lacking in the Influencing themes, a team may understand each other but they could feel disconnected, undervalued, or misunderstood by those in the wider environment. It is essential to consider how the team exercises influence and, just as important, how not to influence people. One of the best ways to improve the ability to influence other people is to better understand the team’s strengths and how these can be positively applied to the act of influencing.

These strengths are witnessed in those who are naturally intuitive of others’ needs and show this through caring and compassion. The likelihood is a team that is good at bringing others together and helping them see that what they have in common is more powerful than their differences. They find deep satisfaction in working hard with friends to achieve a goal. The team will most likely place a high value on trust, and there could be a potential to be intolerant of mistakes.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 42% have a preference in this theme.

These signature strengths have significant responsibility and accountability for planning and strategic direction. Of note, Intellection, Input and Learner are the dominant strengths in the team, displaying a natural ability to ask the right questions to discover, explore and learn important information that leads to better problem solving and creative thinking. The team should be aware that inquisitiveness leads to asking powerful questions, and when analysing information, to be cognisant of human relations.

Legislation Strategy and Coordination Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

The team have the natural ability to influence the organisation supported by factual evidence. They become the foundation for establishing the best course of action. The approaches of how the team presents and articulates the message could be driven from a Relational perspective.

What if this sense of doing the right thing in the right way was like a thread running through the team?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 13% of the team have a dominance.

The team profile suggests that this is a highly productive and outcome focussed team for the strengths in this domain, demonstrating a commitment to stable values such as honesty and loyalty and treating people with dignity and respect. There will be a desire of the need to treat people equally and to have stable routines and clear rules and procedures that everyone can follow. This will be a team that takes ownership and fosters a high degree of trust.

This domain accounts for 7% of the team’s profile. There is one signature strength, Woo. This person may be seen as the powerhouse of motivation, drive, and persuasion; this is important in translating data and analysis to a wider audience and landscape and delivering a compelling message to get everyone on board. It is also important that the team listens, reflects and encourages dialogue.

People with these signature themes are described as the ‘glue that holds the team together’. People strong in Relationship Building are driven, and people focussed, and like to connect and get others involved.

These strengths are witnessed in those who are naturally intuitive of others’ needs, which is demonstrated through inclusion, caring and avoidance of conflict. This will be most evident in the signature strengths of harmony and individualisation. Due to the natural inclination of the team toward conflict resolution, there may potentially be a shadow side where an easy solution is found rather than the best, which may be more challenging.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, there is a 40% preference in this theme which is significantly dominant.

The Strategic Thinking domain is represented by all but one of the strengths (Ideation). This team has a focus on ‘what’. These are the thinking themes that deeply know what is going on. They assess the situation and understand the past. Using their fountain of knowledge, they look to the horizon for inspiration to define what can be possible. The team are invited to consider the ways they engage with people; exploration with the Human Resources team might be expedient.

Monitoring and Enforcement Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

What if this sense of doing the right thing in the right way was like a thread running through the team?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 22% of the team have a dominance.

The team profile suggests that this is a highly productive and outcome focussed team. The Responsibility theme is dominant, demonstrating a commitment to stable values such as honesty and loyalty and treating people with dignity and respect. There will be a desire for the need to treat people equally and to have stable routines and clear rules and procedures that everyone can follow. This will be a team that takes ownership and fosters a high degree of trust.

This domain accounts for 16% of the team’s profile. There are two signature strengths, Communication and Woo, both of which bring why we need to do something. They may be seen as the powerhouse of motivation, drive, and persuasion; this is important in translating data and analysis to a wider audience and landscape and delivering a compelling message to get everyone on board. It is also important that the team listens, reflects and encourages dialogue.

These strengths are witnessed in those who are naturally intuitive of others’ needs, which is demonstrated through inclusion, caring and avoidance of conflict. This will be most evident in the signature strengths of harmony and individualisation. Due to the natural inclination of the team being toward conflict resolution, theremay potentially be a shadow side where an easy solution is found rather than the best, which may be more challenging.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, there is a 38% preference which is significantly the most dominant.

The Strategic Thinking domain is represented by all but one of the strengths (Ideation). This team has a focus on ‘what’. These are the thinking themes that deeply know what is going on. They assess the situation and understand the past. Using their fountain of knowledge, they look to the horizon for inspiration to define what can be possible. The team are invited to consider ways in which they engage with people; exploration with the Human Resources team might be expedient.

Northern Ireland Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

The team is dominant in Relationship Building and Strategic Thinking followed by Executing, and with less dominance in Influencing. This team profile suggests that the members of the team pride themselves in building and maintaining healthy working relationships, with a particular emphasis on developing people. With the Strategic Thinking domain, this is through reflecting a team that enjoys learning and intellectual stimulation. Awareness of the areas that are not the team’s greatest strength, namely Executing and Influencing, will enable team members to seek support to partner in generative ways.

How might we think more deeply about how things get done and are shared appropriately?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 20% of the team have a dominance.

The team profile suggests that this team will be adept at anticipating risks, picking up the pieces when things fall down, and in so doing will deliver consistent results every time. The team should be intentional about setting goals and monitoring outcome delivery whilst recognising some gaps within the Executing domain. Reviewing the Strategic Thinking strengths would be helpful in shaping the direction for the team in terms of delivery.

Within this signature theme is the percentage of 12%, the least dominant of the themes, which may impact how the team promotes itself internally and externally, builds and maintains networks, and shares successes. The three signature strengths communication, maximiser and woo, should help to bring energy, passion and inertia to the vision and objectives of the team.

This domain is the most dominant of the four domains (36%). These strengths are witnessed in those who are naturally intuitive of others’ needs and show this through caring, nurturing and encouraging. The team should recognise the need for a balance of becoming too involved in the problems of people. A considered choice of assuming more enabling and empowering behaviours in encouraging people to seek solutions would be advisable. Complementary strengths that would enhance and sharpen can be found in the Influencing themes of maximiser and woo.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 32% have a preference in this theme.

Office of the Chair and Chief Executive

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

The team is evenly split within three domains – Executing, Relationship Building and Strategic Thinking and less dominance in Influencing (7%). The team might consider creating an agile mindset from the Relationship Building domain to engage and influence change.

Who challenges the team’s thinking?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 33% of the team have a dominance.

The strength of the team is seen in its strong work ethic, honesty, and integrity. The team is probably well known for its good judgment, balance and getting things done. This theme maintains momentum, energy, and a sense of purpose.

People displaying strong influencing themes like to sell ideas, and get people enthused and motivated. They are confident and will willingly take charge and speak up. They are generally creative and energetic and love to work with and through people. Within this domain there is one signature theme, accounting for 7% of the team – maximiser.

It is likely that the burden of promoting the team rests with the maximiser, who will wish to take the organisation to a higher level. The team would benefit from seeking to network with other key players from this domain in terms of communicating the message and marketing.

This domain accounts for 27% of the team profile – adaptability, developer, and harmony. It is likely that this team will adjust to change when it’s called for and help others manage change. The team may wish to reflect on how conflict is dealt with, as the harmony theme suggests there might be a tendency to avoid conflict by taking the road of least resistance.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 33% have a preference in this theme.

These are the thinking themes that deeply know what is going on. They assess the situation and understand the past. Using their fountain of knowledge, they look to the horizon for inspiration to define what can be possible. The team should be careful of inundating others with too much information. “Information overload” can cause a loss of attention in others and the danger of getting lost in one’s own thoughts.

Policy Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

People exceptionally talented in the Strategic Thinking domain create alternative ways to proceed, which is integral within the sphere of policy development. It would be worth considering how you think about implementation as a team and who you are taking on the journey with you.

How might you create a culture where everyone’s contribution is welcomed and appreciated and where learning is seen as a reciprocal transaction?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 12% of the team have a dominance.

The strength of the team is established through the lens of professional accountability and responsibility and the care it takes in decision making. There might be a tendency to miss deadlines. In essence, this team may have some great plans, buy into the vision, and appreciate each other’s company, but they should also continuously review how efficiently the results are achieved.

People displaying strong influencing themes like to sell ideas, and get people enthused and motivated. They are confident and will willingly take charge and speak up. They are generally creative and energetic and love to work with and through people. Within this domain there is one signature theme, accounting for 8% of the team.

There is a potential that ideas are not promoted and celebrated as they could be due to the lack of influencing strengths. There might be a danger for the team to feel slightly disconnected from the rest of the organisation. To mitigate this, there are two team players who have ‘Woo’ as a signature strength who can use their networks as a source of solutions when the team gets stuck and can’t find the answer.

This domain accounts for 30% of the team profile, with each signature strength represented. This profile creates a very social environment which works well if everyone agrees. This healthy distribution of strengths will help to complement the more task focussed Strategic Thinking domain. The team should be mindful that there may be the avoidance of initiating a change or challenging an issue to save rocking the boat or causing an upset.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 50% have a preference in this theme.

These signature strengths have significant responsibility and accountability for analysis, planning and strategic direction. Therefore, it is unsurprising that a policy team is heavily weighted to the Strategic Thinking domain. Like the Relationship Building domain, there is an even spread of Strategic Thinking signature themes. Because the team asks a lot of questions, others may see this team as always doubting or questioning the validity of others’ work, which can be demoralising. These strong Strategic Thinking themes increase the seriousness and intensity of a team, which could result in lots of planning with not so much action (consider the 12% Executing Themes).

Projects Team

As of 14 March 2023, person submitted their strengths to the accumulator for this team.

Summary

Please note this profile is for one person and should be read in context.

This person will know how to do something and can do it well, and knowing what to do is a tremendous resource to have within the organisation. The intent is to further maximise these strengths in developing a collegiate profile which is recognised across the wider landscape.

How might we use your learning to open new generative conversations that empower people?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, the person has a 40% dominance.

This profile represents a highly productive and outcome focussed person. There will be a desire to be precise and will take care in making decisions, demonstrating an innate intensity and drive that enables you to get a lot done.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn.

With 60% dominance, the person craves to learn more and relishes the opportunity to reflect on their learning. They are introspective and appreciate intellectual discussions with colleagues.

The influence of the strategic thinker will be through intellectual exploration to build credibility, trust, and respect. This person will use their Strategic Thinking to build relationships by discussing ideas and sharing the bigger picture with their audience.

People with these signature themes are described as the ‘glue that holds the team together’. People strong in Relationship Building are driven and people focussed, and like to connect and get others involved.

The Strategic Thinker brings a logical, evidence base to an argument, which portrays knowledge and understanding and is influential in presenting the information. Relationship Building themes will be seen through dependability as a colleague, where others can count on you to get the job done and reach your goals.

Registration and Reporting Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

There is a heavy reliance on getting the job done and maintaining good working relationships, all of which are important attributes within a team. The profile could be further enhanced with some additional strategic thinkers and influencers.

How might we think more deeply about how things get done and shared appropriately?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 23% of the team have a dominance.

The team profile suggests a well-distributed pattern of being productive and outcome focussed. There will be a desire for the need to treat people the same and to have stable routines and clear rules and procedures that everyone can follow. There may be a potential for work to be progressed in silos, with no one person taking overall responsibility.

Within this signature theme, the percentage of 10% may impact the way in which the team promotes itself both internally and externally, builds and maintains networks, and shares successes. This is the least dominant of the themes, and the team might wish to consider how the three other domains are influencing others. There is one person who is a maximiser who will focus on excellence and understand how the team is perceived favourably by others.

People with these signature themes are described as the ‘glue that holds the team together’. People strong in Relationship Building are driven, and people focussed, and like to get connect and get others involved.

This domain is the most dominant of the four domains (40%.) These strengths are witnessed in those who enjoy working with and through people, looking for areas of growth and development through strong facilitative leadership approaches, such as coaching. There is less dominance in the emotional wellbeing of people, found in empathy, relator and includer. The need for harmony is strong, and they are always seeking ways to find agreement. The avoidance of conflict may leave problems unaddressed. Sometimes, the sooner a problem is dealt with, the faster and easier it is resolved, thus restoring harmony.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 27% have a preference in this theme.

The team will be adept at analysing and learning from the past and will revel in the intellectual stimulation this will bring. It is useful to give some thought to the future in terms of innovative and creative ways of working, strategic development, and future direction.

Regulatory Support Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

This team’s profiles are a reminder that strategic thinkers analyse, learn, make good decisions and create a clear path toward a better future. Coupled with the Relationship Building strengths, the team can be influential in maintaining standards and working with a regulatory framework.

As a team, are you inspiring people to see the end result?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 15% of the team have a dominance.

The strength of the team is seen in taking accountability and care in making decisions. The likelihood of autonomy will be discipline and taking responsibility in making decisions to get on with the task. They will be trusted to deliver on time without close monitoring. Useful for the team to be mindful that not everything that happens is predictable. When the unexpected happens, they should find a way to adjust to address the challenge or opportunity that unexpected occurrences bring.

Delivering a compelling message is a key driver within the team; the 15% of the profile suggests they know how and when to take charge, speak up and provide a voice for moving things forward – activator, communication & woo. It is useful to use other networks to promote and celebrate the work of the team.

This accounts for 30% of the profile, which indicates the team recognises the importance of finding and securing valuable relationships across the organisation, but is also intentionally minded about ensuring health and wellbeing impacts on performance. Those with these strengths will build strong relationships deeply understanding the unique needs and feelings of others.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 40% have a preference in this theme.

Similar to the Relationship Building domain, there is an even spread of Strategic Thinking signature themes. As the team is interested in learning from the past, they may ask a lot of questions, and others may see this team always doubts or questions the validity of other people’s work. These strong Strategic Thinking themes increase the seriousness and intensity of a team, which could result in lots of planning with not so much action (consider the 15% Executing Themes).

Research Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

People exceptionally talented in the Strategic Thinking domain create the space, time and opportunity required for research and development. Coupled with Executing Strengths, this team will display signs of being innovative and productive but may need some support in celebrating success and sharing with others the human story.

How might you create a culture where everyone’s contribution is welcomed and appreciated and where learning is seen as a reciprocal transaction?

High-performing teams rely on people with strong Executing themes because they make things happen. Within this domain, 40% of the team have a dominance.

The strength of the team is seen in the ability to be extremely focussed, disciplined and performance-driven. As task-orientated strengths, the team might be energised by examining problems and delving into thorny, complex situations. A level of balance in appreciating the human elements of organisations would be balanced through the complementary strengths of empathy, harmony and individualisation.

People displaying strong influencing themes like to sell ideas and get people enthused and motivated. There is no one in the team with these strengths.

Although there are no influencing strengths, the team will use Strategic Thinking to build relationships by discussing ideas and sharing the bigger picture with their audience. This influences people by articulating the ‘why’, which is quite different to the selling of ideas through the lens of the Influencing domain. Lacking in the Influencing themes, a team may understand each other, but they could feel disconnected, undervalued or misunderstood by those in the wider environment.

People with these signature themes are people orientated, with a strong desire to ensure cohesion and harmony. People strong in Relationship Building are driven, and people focussed, and like to get others involved.

This domain accounts for 13% of the team profile. This profile would indicate less dominance towards the people element of the organisation. However, those with these strengths can be extremely effective in finding links between everything and everyone and can build bridges and promote understanding and acceptance. Missing the Relationship Building themes may result in people working in isolation and focusing more on the task than the people completing the task. It may feel like a functional group of people rather than a collective team.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 47% have a preference in this theme. The Strategic Thinker brings a logical, evidence base to an argument, which portrays knowledge and understanding and is influential in presenting information to influence audiences.

These signature strengths have significant responsibility and accountability for analysis, planning and strategic direction. The profile suggests that there will be significant exploration, discussion, debate and learning within this team. Areas that may hinder: if the team takes the emotion out of the decision-making process, this can be perceived by others as uncaring, sceptical, or harsh.

Scotland Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

This team profile suggests that the members of the team pride themselves in building and maintaining healthy working relationships, developing people, reflection, and intellectual stimulation. Awareness of the areas that are not the team’s greatest strength, namely Executing and Influencing, will enable team members to seek support to partner in generative ways, ensuring outcomes are delivered, and the service promoted.

How might we think more deeply about how things get done and shared appropriately?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 12% of the team have a dominance.

The team profile suggests that getting things done and achieving results might be generated from the strategic thinking and relationship building domains. The team should be intentional about setting goals and monitoring outcome delivery: the arranger and belief strengths will be of help.

People displaying strong influencing themes like to sell ideas and get people enthused and motivated. They are confident and will willingly take charge and speak up. They are generally creative and energetic and love to work with and through people. Within this domain, there are two signature themes accounting for 7% of the team – communication and maximiser.

Within this signature theme, the percentage of influencers may impact on the way in which the team promotes itself both internally and externally, builds and maintains networks, and shares successes. This is the least dominant of the themes. The team should be aware of the potential frustrations of feeling disconnected, undervalued, or misunderstood by those in the wider environment.

This domain is the most dominant of the four domains (44%). These strengths are witnessed in those who are naturally intuitive of others’ needs and show this through caring, nurturing and encouraging. They intuitively pick up on the nonverbal, subtle emotional cues that others give out. Team members may tend to put off delivering bad news or having difficult performance conversations for fear of the possible emotional reaction. Should this be the case, it will be helpful to tap into the complementary strengths of others, especially the maximiser in the team, who will have a commitment to excellence.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 36% have a preference in this theme.

The signature strengths intellection and input are dominant, with curiosity and exploration building credibility and respect. The shadow side of this domain may be perceived as a disabling culture that is overly critical, with a tendency to blame. However, the balance with high Relationship Building dominance should benefit the team’s success.

Strategic Planning and Performance Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

This is a task-orientated team (63%) with an emphasis on setting direction and heavy reliance on getting things done, with less dominance in people themes (37%). Working closely together and complementing the themes, this team can have a significant impact on the wider organisation. It would be advantageous for the team to be aware of the creative tension between tasks and people, ensuring the development and maintenance of good working relationships exits.

What is the challenge yet to be discovered?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 40% of the team have a dominance.

The team profile suggests that this is a highly productive and outcome focussed team. There will be a desire for the need to treat people the same and to have stable routines and clear rules and procedures that everyone can follow. Sometimes those with strong Executing talents can be seen as rigid or inflexible. An abundance of the Executing themes will create a lot of detail with highly efficient processes. However, human needs may take second place to achieve the result, which means the team should be mindful of the human element.

Within this signature theme, the percentage of 14% with a dominance in the signature strength communication means the team has the ability to bring attention to important messages. It is helpful for the influencers in the team to appreciate that great communication skills don’t involve just talking – they also involve listening and dialogue.

People with these signature themes create cohesion and synergy and like to connect and get others involved.

This domain is less dominant (23%), with the signature strength Relator being significant. People who are strong in the Relator theme enjoy close relationships with others. They find deep satisfaction in working hard with friends to achieve a goal and partner well with the signature strength Discipline, which is held by three members of the team.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 23% have a preference in this theme.

The profile is evenly balanced and will be adept at learning from the past and linking this to strategic development and planning. These are the thinking themes that deeply know what is going on. They assess the situation and understand the past as they look to the future and what is possible.

Support and Improvement Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

This team profile suggests that the members of the team pride themselves in building and maintaining healthy working relationships, with a particular emphasis on caring and compassion and avoiding conflict. In the Strategic Thinking domain, reflection is significant in a team that enjoys learning and intellectual stimulation. Some consideration might be given to how the team promotes itself internally and celebrates success.

How might we maximise a culture that enables creativity and innovation?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 22% of the team have a dominance.

The team profile demonstrates an even spread across the domain, with Consistency being the dominant strength. The team will function best in a consistent environment where the rules are clear and are applied to everyone equally. This is an environment where people know what is expected. This conscientiousness, as doing things right can create a powerful reputation: utterly dependable. However, there can be a danger of over-committing and not fulfilling targets, causing frustration within the team.

People displaying strong influencing themes like to sell ideas and get people enthused and motivated. They are confident and will willingly take charge and speak up. They are generally creative and energetic and love to work with and through people. Within this domain there are 2 signature themes, accounting for 4% of the team – communication and woo.

This domain is heavily weighted, being the most dominant of the four domains (40%). Reassuring to have all signature strengths identified within the support and improvement team. These strengths are witnessed in those who are naturally intuitive of others’ needs and show this through caring, nurturing and encouraging. The team should all be aware of the need for balance by becoming too involved in the problems of people, especially in relation to empathy and harmony. A considered choice of assuming more enabling and empowering behaviours in encouraging people to seek solutions through the Developer, Adaptability and Positivity signature strengths.

These signature strengths have significant responsibility and accountability for planning and strategic direction. The group can look for alternative ways to progress forward, often breaking through known obstacles or introducing new ways of thinking, with particular reference to Intellection and Ideation, where time for reflection and considerable thought to decisions is important. The shadow side of this domain may be perceived as a disabling culture where people get lost in their own thinking, which may be perceived as disinterested or distracted. The team are invited to consider how certain themes work well together, and in this regard, tapping into the Relationship Building strengths of Connectedness and Individualisation.

Wales Team

As of 14 March 2023, people submitted their strengths to the accumulator for this team.

Summary

How might we maximise a culture that enables creativity and innovation?

People with these signature themes like to make things happen. They stay focussed on the goal and turn ideas into actions. Within this domain, 40% of the team have a dominance.

The team profile suggests that this is a highly productive and outcome focussed team. There will be a desire for the need to treat people the same and to have stable routines and clear rules and procedures that everyone can follow. Sometimes those with strong Executing talents can be seen as rigid or inflexible. There might be a tendency to place undue emphasis on the way work gets done rather than focusing on the outcome – overvaluing the process over results.

Within this signature theme, the percentage of 3% may impact the way in which the team promotes itself both internally and externally, builds and maintains networks, and shares successes. This is the least dominant of the themes which the team might wish to consider how the three other domains are influencing others.

This domain is the most dominant of the four domains (43%). These strengths are witnessed in those who are naturally intuitive of others’ needs and show this through caring, nurturing and encouraging. This will be evident with those with empathy, harmony, and relator, who will intuitively pick up on the nonverbal, subtle emotional cues that others give out. The team may tend to put off delivering bad news or having difficult performance conversations for fear of the possible emotional reaction. Should this be the case, it will be helpful to tap into the complementary strengths of others, especially those with Restorative strength.

People strong in this theme are future focussed, decisions makers, and opportunists. Always reviewing information and data and applying what they learn. Within the team, 14% have a preference in this theme.

The team will be adept at learning from the past and may work effectively and make progress as a team but they may need to give some thought to analysing data and information and how this thinking impacts planning and future direction.