Three more things PMs want to know about Character Strengths

From the Team building for success - from the Project Manager up! Blog
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Passion for project management combined with a passion for people creates energy, enthusiasm and engagement. Engagement leads to success. It is when we are most engaged that we will "run through walls" for others. This blog focuses on ways to keep our project teams engaged and the way we can keep ourselves engaged and effective. As Lori Wilson (projectmanagement.com) described it "Project management is like tap dancing on a moving floor". Let's LEARN TO DANCE!

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Over the last few months, since the publication of my book Be a Project Motivator: Unlock the Secrets of Strengths-Based Project Management I have been speaking to project managers from all around the world about how the science of Character Strengths can help us build engagement, increase productivity and creativity and help us to get stuff done.

I have been sharing my study of over 250 project managers who have taken the free VIA Character Strengths Survey to get their personalized 24-strength ranking, which shows that on average project managers are lower in Social Intelligence and Perspective than our colleagues, but are higher in Teamwork, Perseverance, Prudence and Forgiveness.

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Source, ALLE LLC Study (unpublished), 2019

The feedback from the audiences has been terrific, and here I am sharing the three more answers to questions I frequently receive:

Q1. Is there a difference in the PM strengths rankings between men and women?

A great question came up in a recent webinar when we were discussing the results that show that PMs tend to be lower in social intelligence and perspective than the population in general. Is there a difference between men, women, and others in the results?

I had not looked at the data in this way before, so I immediately went back to the results. Unfortunately, we do not have enough respondents in the other category to look at their data in isolation, but we do have enough in our samples of men and women. And they were very interesting.... it was a resounding NO there is no significant difference between male and female PMs according to my data.

In this colorful, and complicated graph, you can see the strengths of the US population plotted alongside ALL PMs in my sample, Female PMs in the sample (182) and Male PMs in the sample (82).*

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In general, the results are very similar. It seems that female PMs rank creativity lower than their male counterparts, and appreciation higher, but otherwise there is remarkable consistency between the group overall and the two sub-groups.

* later this year I will review additional data that has come in since this dataset was analyzed. I look forward to reporting the updated results.

Q2 Does a person's profile change over time?

There is remarkable consistency between the survey results of an individual over time. Here is the example of my survey taken in 2015, 2017, 2018.

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Generally, strengths don't move around much. Within the different groupings of signature strengths (typically top 5), middle strengths (approximately 15) and lesser (bottom 3-4), they may shuffle a little, but a lesser strength is not likely to become a top strength or vice versa.

There are two key ways that strengths may move up or down the ranking:

  1. Life events - marriage, having a child, a significant loss or other trauma - may cause us to change our strengths profile. Having a child, for example, may result in more focus on Love and Kindness, or Prudence and Judgment.
  2. Deliberate practice - we can focus on the strengths that we want to elevate. Character Strengths Practitioner Michelle McQuaid, emphasizes that we are not likely to achieve major shifts in our strengths from practice motivated by a sense of social validation or social pressure. It is just not enough of a motivator for change. But if we truly value a strength and are committed to consistent practices to boost the strength, great change is possible!

In my profile, you will notice that many of my tops strengths have remained consistent. The movers are Hope which has gone up from 12th to 3rd and Bravery which has moved down from 2nd to 10th. These two changes coincide with me recovering from a lifetime of struggle with a phobia and associated anxiety. Bravery was a key strength for me because it was the "feel uncomfortable and do it anyway" strength. Hope floated upwards as my outlook became more positive. Of course, the big question is did hope float because I became less anxious, or did I become less anxious because I boosted my strength of hope?

I still lean heavily on my bravery strength - it has become a phasic strength for me which is one that is generally in the middle of a profile that shows up strongly under specific conditions. For me, for example, bravery is key when I have a speaking engagement.

Q3 Where do I start with Character Strengths?

In the SBPM model, there are six stages and the first three relate to YOU. Start by taking the free VIA character strengths assessment to find out about your profile. Then pick a few strengths - the top ones are a good place to start - and start noticing how you use them, how they make you feel when you use them, and how others respond when you use them. Then look for new ways to engage those strengths. You can look for different domains to express them - work as well as home for humanity strengths, community as well as work for wisdom strengths for example. And then start mindfully modeling your strengths to others.

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You can find out more by watching my webinars on ProjectManagement.com here: https://www.projectmanagement.com/videos/533121/Introduction-to-Strengths-Based-Project-Management---Finding-Your-Strengths--Part-1-​

and 

https://www.projectmanagement.com/videos/533121/Introduction-to-Strengths-Based-Project-Management---Finding-Your-Strengths--Part-2-

Or by messaging me here! 

Posted on: April 04, 2019 12:00 AM | Permalink

Comments (7)

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Thank you.

Very interesting findings, thanks for sharing Ruth!

Fascinating article. it is true that character strengths don't change much but hopefully we can improve somewhat and gather others around us who have differing strengths to fill our gaps

Thought-provoking study and very well presented
Thanks for sharing!!

Thank you, Ruth.

Thank you very much for your efforts.it's very good Topic.

Love this topic! Looking into our own strengths is wonderful, but being able to capitalize on our team members' strengths would be a huge benefit as well.

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