My STRONG survey has been live for 2 weeks now, and I’m excited by the number of people who have already given it a go! Why? Because I love data. When new research comes in, I can’t wait to dive in and identify insights and trends. But more than that, I created this tool to spark new ideas, beliefs and conversations about what individuals and teams need to thrive. And I can already see this happening.
After completing the survey, participants receive a report (a snapshot is included below), which highlights the areas they’re doing well and areas needing focus. This is crucial for building confidence and making informed decisions about the next steps. Rather than relying on guesswork, which can often lead to focusing on the wrong areas and wondering why positive change isn’t happening!
Additionally, putting numbers in front of people or comparing ourselves to others often ignites a desire to improve! This is when comparisonitis can be a good thing and can lead to significant growth and development.
I built this survey because if you’re keen to know how to thrive – and who isn’t? – then you need to understand how you’re currently doing in that pursuit. After all, if you treasure it, you must measure it!
What are the findings so far?
- People Leaders v. Individual Contributors
When it comes to assessing how STRONG you are, Individual Contributors (81.6%) are faring better than People Leaders (73.5%). This aligns with other research suggesting that People Leaders no longer possess an advantage. In the past, People Leaders scored higher in wellbeing-type surveys due to greater autonomy, but increasing demands over recent years have significantly impacted their outcomes. Consequently, more Individual Contributors are Thriving compared to People Leaders, with a greater number of Leaders operating below the line either Languishing, Struggling or Burning Out.
My advice: Equip People Leaders with the resources to meet their demands. If they are not well equipped, they are more at risk of Burning Out. Implement the STRONG principles, as leaders have the biggest impact on their team, and need to be at their best so their teams are more likely to thrive too.
- Areas of Strength
There are both similarities and differences in strengths between People Leaders and Individual Contributors. For People Leaders, these areas include Networks, Trust & Psychological Safety and Goals & Purpose. For Individual Contributors, the strengths are Networks, Trust & Psychological Safety, and Playing to Strengths. This is great to see given our relationships are key drivers of so many of the outcomes we seek.
My advice: Continue doing what you’re doing in each of these areas because they’re working! Whatever strategies you’re adopting to maintain these different elements are having the desired outcomes. Ensure these strengths remain a focus in your plan and next steps, as nurturing strengths will help them grow even stronger.
- Areas of Focus
Both People Leaders and Individual Contributors share similar areas of focus. Due to increased demands, fewer resources, volatile markets, and ever-changing work environments, both groups are not feeling particularly Optimistic about the future. Additionally, both have identified Resilience as an area needing attention. This isn’t all too surprising given Resilience and Optimism are closely linked. Given the current challenges, it’s essential to be equipped to handle pressure and overcome hurdles.
My advice: Teach the principles of Resilience and Optimism so your people have the necessary mindset and toolset to thrive despite the challenges. These principles are critical, especially for leaders, and those in sales or business development roles. Optimism is fundamental for success in both sales (and life), and Resilience is essential for navigating life’s inevitable challenges.
Just imagine what these insights could do for you and your team? What might your strategy or action plan look like with a clear understanding of how STRONG you are?
How can I take the survey?
By now, I might have you intrigued, and I’d love for you to try the survey and gain these insights for yourself.
There are two versions: one for People Leaders (focused on how you’re leading your team) and one for Individual Contributors (focused on how you’re leading yourself). You can take the Survey by selecting the appropriate button below.
If you’d like to run this survey across your team and analyse your collective results, please reach out.
So, how do you measure what you treasure?