Ideation, What Shall We Create Today?

This is a powerful and fascinating trait. The person who is fortunate to have high Ideation can range anywhere from an innovator to an inventor. The higher this trait shows up, the more likely it is that its owner might be a 24 x 7 idea factory.

Not all, but a significant number of people who possess high Ideation, have the capacity to become an entrepreneur. This trait, all by itself, is just the beginning of several traits a person should have before they start their own business. Two current coaching clients are in the process of launching their own startup businesses. There is zero doubt in my mind that both will be successful.

Deliberative, Maybe We Should Think About This a Bit Longer

This trait is one of the rarest Clifton strengths. It is a highly volatile trait to develop and to place on the balcony. The owner of this trait should seriously think about working in IT risk management. That could be technology risk management or perhaps financial risk management. The gift here is a gift of seeing potential risk that other people cannot see by themselves. A risk team might have thoroughly reviewed a suggested project and might not have noticed any potential risk. The Deliberative gifted person might step in and immediately identify risk that nobody else saw.

The difficulty in controlling this trait lies in its frequent desire to either stop or to slow down. For example, at number three, I possess Activator. My wife is gifted with Deliberative at number seven. I like to make immediate decisions to go places or do things or buy things. My wife, on the other hand, would prefer to slow down and think about what the weather might be like in the places I want to go, in order to know how to dress, or she may want to do some research on the things I want to buy in order to know that we are buying the right thing and/or getting a good deal. This was a challenge for us for many years until we both began to understand one another’s strengths.

Futuristic, Another Word for Visionary

I saw a LinkedIn post one day that suggested nobody could be visionary. Great news if you have high Futuristic in your CliftonStrengths. Futuristic is all about being visionary. This person can envision years down the road. Futuristic is not the same as Strategic. While Futuristic is a strategic thinking trait and strategic is a strategic thinking trait, they are totally different.

Strategic people can jump from “A” to “Z” in a single blink. Futuristic kicks in just after Strategic is finished. Futuristic and Strategic are my first two strengths. I have been working on developing, polishing, and calibrating these two strengths for myself since 2012. They are both extremely powerful and generally not properly understood. Out of 34 traits for 25 million people, Futuristic comes in at number 25. There are 24 traits that show up in the CliftonStrengths top five more frequently than  Futuristic. It is quite rare.

Context, Let's Talk About History

If Context is one of your gifts, there is a significant chance that you love history. You would have enjoyed my childhood elementary school years that were spent in Rockville, Maryland, just outside of Washington DC. For school, we went on field trips that one could only dream about. Each field trip took us to a destination such as the Smithsonian Institute, Ford’s Theater, Gettysburg, Monticello, monuments, and memorials.

Considering what has already occurred in the past can help you to bring value to activities in the present. There is a risk however, that you could spend far too much time in the past and never get caught up with present. When you encounter a person who is gifted with Futuristic, you have just found a person whose vision sees forward as opposed to backward.

Maximizer, Inspiring Others to Excellence

If your gift is Maximizer, you are sitting on what I call my signature theme. By using the word signature, I’m talking about a theme that I chose to build my business and my life around. Little did I know, that I would have to leverage my Maximizer to recover from a heart attack, to navigate open heart surgery and its recovery, recovery from cardiac arrest, recovery from a stroke, and now as a powerful tool in my battle with ALS.

Maximizer’s are interested in turning good to great. In my case, I’m even more interested in taking great to excellent. The late Dr. Don Clifton called this an Influencing theme. That sounds okay but to me, this theme is not being leveraged properly until it inspires others on a daily basis. Maybe, many different people on a daily basis.

The key to leveraging Maximizer to its fullest is to learn how to sort. Some things, processes, widgets, and deeds need to be improved upon. Some do not. Some people desire to take a quantum leap forward. Other people, are quite happy to stay where they are right now.

Individualization, Human Jigsaw Puzzle Building

This potential strength belongs to those who have the ability to instinctively build great teams. It is a relationship building trait that team leaders, managers, and senior executives should take very seriously if they are fortunate to be gifted with it. For many years, I have studied this trait and have determined that it should be part of every recruiter’s gifts as well as those who are in talent acquisition. Sadly though, I do not think this trait is often possessed by recruiters or those who work in talent acquisition.

While I am of this topic, the people I have already mentioned would be best suited to their roles if they had Relator and/or Strategic in their higher strengths. This mix of strengths would deliver a big picture thinker, connected to a deep relationship builder, connected to somebody who could intuitively understand where candidates fit into their company’s hiring needs.

Activator, A Built In "Go Button"

The last couple of days, I have been reminded of situations where I took action at times when I did not know why I was taking action or risk but my gut told me to move forward anyway. I went through just over 40 years of my life not having any idea why I did much of what I did and it turns out that possessing high Activator is one of the reasons.

When I was introduced to CliftonStrengths, it wasn’t long before a lightbulb turned on and there it was, the answer to the question I didn’t know I had to answer. I have since learned that out of 34 traits that make up Dr. Don Clifton’s CliftonStrengths assessment that I possess a trait called Activator that only 11% of other people possess. Activator is a built-in “go button”.

If you possess Activator in your top potential strengths, you are sitting on something that is both rare and powerful.

Positivity Can Change Someone's Day, Week, Life

If you are fortunate enough to be gifted with Positivity as a potential strength, please do everything you can to learn how to live on the balcony of that strength, while never traveling to the basement. I have many coaching clients possessing high Positivity. I think they know, but they may not know how much they have helped me to battle with ALS, Lou Gehrig’s disease. I believe that Positivity is a gift that is meant to be given away to others. If you possess high Positivity and you keep it to yourself, you are robbing others of your gift that, in many cases, they so desperately need.

Positivity frequently shows up close to Woo and/or Communication. Woo and Communication are both Influencing themes. If you possess one of these potential strengths and it pairs with your Positivity, lean on it to share your Positivity with other people who need it.

Belief is a Powerful CliftonStrength

If this is one of your higher CliftonStrengths, you are sitting on something that is powerful. When fully developed, this trait becomes a strength that is deeply rooted in core values. Over the years, I have encountered enough different people to believe that most people have not determined their own personal core values.

To develop motivation, core values must come first. When someone is motivated, chances are strong that their motivation is rooted in their core values. When a leader taps into someone’s core values and figures out what they are, determining what motivates this person is not difficult. The leader’s job is now one of inspiration.

Relator is All About Relationships

The person who is gifted with this potential strength must develop it into a deep, meaningful, authentic relationship building strength. From my own personal experience, I can tell you that when you need this level of relationship, you need to have been making deposits into this level of relationship for many years. Only then can you expect for this relationship to stand by your side when you are struggling.

Relators build relationships that have no limit to their deepness. There is no distance that can keep two relators, who share relationship at the same value level, apart.

Learners Can Learn Anything

The owner of this potential strength frequently possesses an unlimited capacity to learn anything they put their mind to. A key to maximizing this trait is to aim it properly and to study information and material that must be learned. In order for learner to become a strength, it needs to develop discipline in order to avoid rabbit holes.

Learner that has yet to be developed and polished frequently focuses on “I” and what can be learned for the satisfaction of its owner. When Learner develops and matures, it learns to focus on what should be learned for the value of “We”. Mature Learner understands what to learn, and stays focused and aimed on what to learn the most and why a topic must be learned.

Business Skills In High Demand: Strategic / Strategy

Why Can’t I Get Started? Why Is Taking Action So Hard?

Online groups can be seriously enlightening. In one private online group I’m part of, members routinely share posts describing their roadblocks and/or inability to get started on projects or initiatives.

These people who post don’t understand why they can’t get started on a desired initiative so they frequently give up on the system they bought into and blame the system for not working.

It isn’t the system that doesn’t work, it is the user of the system that is lacking Activatorⓒ, a specific CliftonStrength™ that approximately 11% of people possess in their top potential strengths.

Activatorⓒ is a built in “GO BUTTON” for those who possess it. Activatorⓒ gives it’s owner the ability to quickly process decisions and to get moving while most people are unable to take action or to move as quickly.

No one potential CliftonStrength™ operates entirely by itself. It is important to know what other potential strengths one has and then to develop one’s strengths into polished, focused, powerful assets.  

Developing one’s strengths can be done individually but remember that only 11% of people possess the required Activatorⓒ “GO BUTTON” required to take action. Odds of developing one’s strengths are much greater when engaging the guidance of a coach who possesses a successful track record of helping others to develop their strengths.

Jeff Snyder Coaching, Performance Coaching, 719.686.8810

Why I Became A Certified Emotional Intelligence Coach in 2013

For the entire year of 2012, I mentored under someone I consider to be an expert in CliftonStrengths™ Coaching. The year I invested under my mentor working with technology-gifted coaching clients was priceless to my development as a Career Coach who leverages the CliftonStrengths assessment in his coaching practice.

I’ve been privileged to work with some of the smartest people on the planet as my coaching clients. Strengths Coaching provides a rock-solid foundation for building authentic, Self-Awareness.

One of my entrepreneur real estate investor clients shared her thoughts after we completed her Strengths Development Coaching.

“Without having you by my side, I wouldn’t have left my comfort zone or confronted my fears. Thank you for helping me to develop authentic self-confidence.”

— Debbie, Real Estate Investor

Even with sound Strengths Coaching training and experience under my belt, I knew there was something more I could be delivering to my clients to guide them to their future success.  

It was late in 2013 when I ran across an opportunity to work with instructors in Denver who both possessed Ph.D. education in psychology. It was through this mentoring that I was trained and certified as an Emotional Intelligence coach.

When my clients learn their potential Strengths, they discover that when their Strengths are intentional, fine-tuned, and polished, the output from their Strengths is unstoppable.

On the flip-side, when a potential Strength is operating in its infancy stage and it is still an unpolished Trait, the output an unpolished Trait can produce can often result in more harm than good.

This poor performance that comes from an unpolished Trait is often tied to behavior that can be measured by an Emotional Intelligence measurement tool I leverage called EQ-i 2.0. This is a tool that can only be purchased and evaluated by someone who has been trained and certified in the use of the tool.

Emotional Intelligence or EQ (Emotional Quotient) enables my coaching clients to truly discover, develop, polish and fine-tune the best versions of themselves. They know exactly and precisely who they are and who they are not. The deeply understand themselves, how and why they do what they do, and they gain strategies to generate their best performance.

My clients also gain an understanding of how they are coming across to other people. Once they know how they are being perceived, they are in a position to choose behaviors that will enhance their audience’s perception of them.

Combining Strengths Coaching with Emotional Intelligence Coaching is one of the strongest Strategic moves I’ve ever made on behalf of my clients. Not sold on this EQ idea yourself?

This is what Jack Welch had to say about Emotional Intelligence.

“No doubt emotional intelligence is rarer than book smarts, but my experience says it is actually more important in the making of a leader. You just can’t ignore it.”

— Jack Welch

This is what one of my “C Suite” Emotional Intelligence Coaching clients had to share about his journey towards developing healthy Emotional Intelligence.

“You’ve taught me that connecting with people on an emotional level is significantly more effective and more positive than my formerly, pure left-brain approach, of proving my point with charts, graphs, and data.”

— Tom, CISO

Why should you want to discover and develop your unique potential Strengths?

• Once you take the CliftonStrengths™ Assessment, 33,000,000 more people will have to take the assessment before a match to your Top 5 potential Strengths is discovered. You really are this unique! You should discover exactly and precisely how unique you truly are and learn how to articulate what is unique about you in a confident manner.
• My coaching clients ace interviews. They know exactly who they are and who they are not. The result of Strengths Discovery is crystal-clear Self-Awareness. Psychological research suggests that only 10% of the population possesses accurate and authentic Self-Awareness. You could join this small percentage of the population.
• People who invest time and energy to do more than just read their Strengths report, people who actually invest in developing their Strengths, learn when to say Yes and when to say No. No more settling for what one CAN do. My clients hold out for what they SHOULD do in order to produce the best version of themselves.
• The list goes on…

What’s the benefit of discovering and developing one’s Emotional Intelligence?

• People who possess strong Emotional Intelligence know precisely who they are and who they are not.
• Emotionally Intelligent people understand what’s going on in their own minds.
• Emotionally Intelligent people understand how they come across to others.
• Emotionally Intelligent people learn to strategically adjust the way they come across to others in order to produce more desirable outcomes.
• Emotionally Intelligent people are equipped to build deep, meaningful, authentic, and trusting relationships.
• Emotionally Intelligent people can become the greatest bosses their employees have ever had.
• The list goes on…

One of my Emotional Intelligence Coaching clients said it this way.

“You didn’t just change my profession. You changed my life and my marriage. I wouldn’t be the person I am today without your help.”

— Duaine, "C" Suite Executive

Who Benefits From This Coaching?

The coaching I deliver to my clients isn’t just for executives. My coaching clients range from 24-years-old to 60-something years old. They’re high performing people who desire to take their personal and professional performance to the next level.

If you’d like to take your personal and professional performance to the next level, Schedule a call with me to discover how.

Jeff Snyder’s, CliftonStrengths Coaching, Emotional Intelligence Coaching, Coaching Blog, 719.686.8810

You Have Potential to Be Great At Something. Don’t Waste Another Moment Operating Without Personal Clarity, Self-Awareness and Confidence.

Bert Was On A Mission

He was a personal friend. He came to my office for a visit.  Sitting in one of the guest chairs positioned in front of my desk, Bert asked if I’d ever taken a CliftonStrengths™ Assessment?

Yes, Maybe, I think so, was my answer.  Well, did you or did you not take the assessment Bert asked? I think I have the results hidden somewhere in a drawer of my desk. Get them out please, I’ll wait, Bert said. At this point I knew that Bert was on a mission. I just didn’t know why.

I’m about to share my top strengths. Why my strengths? Because it wouldn’t be right for me to openly share any of my client’s private information. If I choose to share my own, that’s different.

FUTURISTIC®

Bert was serious about my assessment results. I did not know back in 2012 what the big deal was surrounding my assessment results, but I sure do now.  Bert began to explain what to me was simply black ink on white paper.  He showed me that I was Futuristic. Futuristic® is a CliftonStrengths™ term that means Visionary.

STRATEGIC®

Wow, the Futuristic® piece of information alone helped me to understand a lifetime of seeing possibilities down the road that others didn’t see. Then Bert explained my Strategic® gift.  He explained that this particular gift is one that a person either has or they don’t have. It cannot be taught. Bert explained how my Strategic enabled me to see the Big Picture as well as paths to get to a future destination that others can’t always see. I quickly began to understand why situations I’d encountered in the past worked out the way they did.

ACTIVATOR®

Bert got to my third Trait called Activator®. He explained how I had a built-in “GO BUTTON” that most people don’t have. To be specific, out of 34 possible Traits, Activator® comes in at number 29 in overall frequency. Only 11% of people out of more than 18 million people who have now taken the CliftonStrengths™ Assessment worldwide have Activator® in their top 5 traits.

MAXIMIZER®

Bert continued on to tell me about my Maximizer®. It was love at first sight when I began to understand that it was in my DNA to not just push good to great but to push for excellence. Once again, I quickly began to understand why I had operated they way I had up to the point when Bert sat in my office, but with no clarity of purpose.

 RELATOR®

Next, Bert talked to me about my Relator®. This Trait as he explained is a very powerful relationship building trait. Most of my relationships are deep, authentic, and trusting. I’ve never been a social butterfly. Now I understood why.

COMMAND®

Bert couldn’t resist telling me about my next Trait. It’s called Command®.  Out of 34 Traits, Command® comes in at number 34 in frequency. Very few people possess this leadership trait.

DEVELOPING STRENGTHS

We went on through my top 12 Traits as I recall. The further we went, the more I understood why Bert had chosen this particular assessment to drive his coaching practice.  This wasn’t the last time Bert and I would meet to discuss my Traits. Bert wanted to see me develop my Traits into full-blown Strengths.

According to the late Don Clifton, the author of the CliftonStrengths™ Assessment, a true Strength is the ability to consistently provide a near-perfect performance in a specific task. When I wrapped my head around this definition, I have to admit that my Maximizer got excited.

Most people who take a CliftonStrengths™ Assessment only learn what their potential strengths could be. They never do what it takes to turn a raw Trait into a full-blown, polished, Strength.

For the next 12 months, I mentored under Bert because it quickly became clear to me that the CliftonStrengths™ Assessment had a strategic place in my own coaching practice. Adopting this tool in my coaching practice was one of the smartest decisions I’ve ever made.

GAME-CHANGING, LIFE-CHANGING, PARADIGM-SHIFTING, TRANSFORMATIONAL, CONFIDENCE-BUILDING

My Career Coaching clients have been achieving life-changing results as a result of the work I do with the CliftonStrenghts™ Assessment and the EQ-I 2.0 Emotional Intelligence Assessment.

If you’d like to learn how my clients are benefiting from the year I invested to mentor under Bert, and the 5+ years I’ve invested into developing my coaching services beyond Bert’s involvement,  I invite you to visit my Career Coaching / Strengths Coaching page on the Jeff Snyder Coaching website.

My clients tell me that the work I’ve been doing with them is “Game-Changing, Life-Changing, Paradigm-Shifting, Transformational, and Confidence-Building”. I’ve never done work that is more important in my life!

Jeff Snyder’s, Self-Awareness, Self-Confidence, Coaching Blog, 719.686.8810

Why Military to Private Sector Career Transition Is So Difficult

Comments from Career Transitioning Professionals

“After 27 years serving in the Army, I have never found anything harder than transitioning from the Army to civilian life.”

“I understand what you are going through, I retired from the Navy in 1997 and the transition was so difficult.”

“The private sector is not anything like the military and takes a little to get used to, but again it just takes time and patience.”

“I’ve sent my resume out over 100 times and nobody is paying any attention to me.”

Why Career Transition Is Challenging

These are the comments that I either see on social media or comments that have come to me directly from people who are struggling to make career transitions. Here are a few steps that will address challenges that exist in career transitions.

CAN vs SHOULD

·        In the military, you may have had some choices with regard to where your skills, training, education, and career were headed, but you likely did not have total freedom of choice.

In the private sector, you can do whatever you want to do. Most people never slow down in their lives to figure out the difference between what they “CAN” do and what they “SHOULD” do. When you enter the private sector, this is your opportunity to finally focus in on what you “SHOULD” do with your life based on your unique giftedness.  People who make this investment find Clarity, Confidence, and Direction.

Translation

·        The work you performed in the military was likely called something different than it is in the private sector. You need to translate your language.

A 25-year non-commissioned army officer came to me looking for help with his career transition. In the deserts of the Middle East, he drove and guided convoys of supply trucks across the desert. These trucks carried supplies, vehicles, weapons, etc. While a corporation involved in trucking in the private sector may not be transporting tanks, they are transporting goods that need to be delivered safely and on time. I taught this military officer how to translate his resume’s language. Doing so led to him receiving calls for interviews for supply chain and logistics positions.

Leadership Paradigm Shift

·        In your military career, you likely led by command and control techniques. You might have possessed more stars and stripes than others. Therefore, when you laid down an order, there were people under your command who had no choice but to respond and take action.

In the private sector, 21st Century Leadership involves building deep, meaningful, authentic, trusting relationships. Trust must be earned. It is not mandated. In order to attract and to retain talent, 21st Century Leaders must learn to coach, inspire, grow, mentor, and develop employees. Private sector employees can leave and find another job at any time. A different leadership approach is required in the private sector.

A New Resume Strategy

·        You may have been taught to write a government resume that stretches to 5-10+ pages. In the private sector, you have a matter of seconds for a gatekeeper to find a reason to slow down to read your resume. You need to execute a different strategy to achieve a different result.

A clean, clear, logical resume that is built with the resume owner’s new audience in mind, wins. Most resumes are built with the resume’s owner in mind. This approach requires a paradigm shift to implement a different strategy if one wishes to achieve a different result. If your current resume hasn’t generated desired results in 20 tries, you’ll likely get the same resume results when you try 50 times and even 100 times. You need a different strategy.

This is a very short list built to demonstrate just a few of the paradigm shift challenges that exist when one leaves a military career to enter the private sector.

Jeff Snyder’s, Career Transition Coaching, Career Coaching Blog, 719.686.8810

Outside In or Inside Out…Which Career Development Approach is Better?

Outside In or Inside Out?

Most people I’ve met over nearly three decades of recruiting seem to choose a profession and a career path to follow before they determine exactly who they are, how they’re built and how they are uniquely gifted. I’ll call this Self-Awareness. Self-Awareness leads to Clarity.

When a career path decision is made correctly, a person is positioned to deliver the best possible version of themselves to everyone around them.

When this decision is not made correctly, people are promoted to levels where the technical skills that got them to a certain level of engineering or architectural accomplishment are no longer enough to achieve the same level of success as they continue to rise in an organization.

As promotions occur, and as promotions are achieved, required skills change. These new roles require people skills, exceptional communication skills, soft skills, influencing, empathy, humility, negotiating, persuasion, collaboration, partnering skills, and more.

Outside In

For those who chose or stumbled into what is now Cybersecurity, early on, it was like stepping into the “Wild West”. Judging from the multitude of Cybersecurity job descriptions I see on a daily basis, the “Wild West” analogy fits quite well.

Employers rarely know what they're doing when hiring Cybersecurity talent. Cybersecurity professionals deliver communication to their audience that does not align with the way their audience communicates.

By jumping into the water and catching a fast-rising wave, many brilliant Cybersecurity technologists were promoted to Manager, Director, Vice President, and CISO titles. While this might appear to be a great accomplishment on the surface, it might not be such a great accomplishment after all.

The high-IQ driven, cognitive intelligence, analytical, linear thinking skills that cause a person to be great at addressing hardcore cyber technology issues are not the skills generally required for success at the Manager, Director, Vice President or CISO levels.

Inside Out

A better approach to choosing a career path begins with gaining a clear picture of who you are and what your unique giftedness translates into. Are you gifted to lead, guide, manage, mentor, and influence others? If you are, you may have what it takes to be someone’s outstanding boss. For most people, these skills don't come naturally but they can be developed.

On the other hand, if your unique giftedness is made of strategic thinking skills that reside in your head where nobody else can see them or experience them, you’re most likely gifted to be a great technologist or technology architect.

Finding out how you are uniquely wired is the key to knowing whether you should go straight, turn left or turn right at a various point in your career path.

Peter Principle

“The Peter Principle is a concept in management theory formulated by educator Laurence J. Peter and was published in 1969. It states that the selection of a candidate for a position is based on the candidate's performance in their current role, rather than on abilities relevant to the intended role. Thus, employees only stop being promoted once they can no longer perform effectively, and "managers rise to the level of their incompetence".

The Peter Principle runs wild in the “Wild West” of Cybersecurity. You owe it to yourself to discover what you are naturally built to be great at. You’ll appreciate what you can accomplish when you align your natural giftedness with your chosen work and so will those around you.

Change Your Life Today

Cybersecurity professionals come to me on a daily basis with questions. It seems that in many cases, they don’t know when to go straight, when to turn left or when to turn right.

Nothing is more satisfying to me than to help a person who sincerely wants to know, to determine how they are uniquely gifted so I can map their unique giftedness towards the right career path.

Choosing the right career path has potential to result in greater job satisfaction, higher earning potential, improved productivity, improved relationships, and lower stress.

Who wouldn’t want a better job fit, more income, a greater sense of accomplishment, more quality working relationships and all with less stress?

Use this link to schedule a strategy call with me so I can get you started on the road to Clarity and Discovery.

Jeff Snyder’s, Jeff Snyder Career Coaching Blog, 719.686.8810

Before you make your New Year’s resolutions, be sure that you are crystal clear about your “WHY”

What is your “WHY”?

Your “WHY” is your unique purpose that is connected to your unique giftedness that is driven by your personal values. If you don’t know what your unique giftedness specifically looks like, now is a great time to find out. The difference between finding out or not finding out is the difference between excelling at the work you do versus delivering an average performance.

Some people are built to lead. Others are built to follow. Some are built to function in-between leading and following in a managerial capacity.

You can find out exactly and precisely how you are uniquely wired and it takes just 30 minutes to discover.

Your “WHY” will give you the sticktuitiveness to follow through on decisions. You don’t need to make empty New Year’s resolutions that generally fizzle out in just a few months. Discover what you were built to be great at and then align your daily activities with your unique giftedness and you won’t need the resolution to keep you going.

You’ll be able to keep going because you’re doing what you were built to do in the first place. I call it the difference between settling for what you “CAN” do and holding out for what you “SHOULD” do. This is what happens when you take action to discover your unique giftedness.

“Just spent my first hour on the phone with Jeff Snyder Coaching - motivational, inspirational, eye-opening, validating, humbling, and completely NOT what I was anticipating for a first call!  It was SO MUCH more!  I came away with insights and pragmatic, practical tools I can put into action in my work/relationships starting as early as today! 

IF you are willing to go there, Jeff will provide you with the “code” and he’ll help you crack open the door to possibilities and the journey that lies ahead of you.  BUT, ultimately, it’s up to you to take that first step and then follow through with a commitment to taking action on the insights, resources, materials, and strategy that Jeff will place at your fingertips.

​​​​​​​Jeff, Thanks for the investments you are making in people lives.”

— Mark, Executive Director

Jeff Snyder Coaching’s, Jeff Snyder Coaching Blog, 719.686.8810

Direction Is More Important Than Speed...Something To Ponder

Here’s a thought for highly Strategic people to ponder. After assessing my coaching clients, I have discovered that many of my clients have Strategic™ in their Top 5 or Top 10 potential strengths.

I say potential strengths because possessing the Strategic™ trait does not mean that you’ve polished and matured your Strategic™ into a well-oiled machine. That’s what the process of coaching is all about.

I guide my clients to discover how they are uniquely gifted. How a person is uniquely gifted determined how they can produce the best version of themselves. Once my clients discover exactly and precisely what makes them tick, we move on to developing strengths. 

Strengths start out as traits before intentional development, maturing, and polishing occur. Once a trait becomes a strength, there is nothing that can hold a polished strength back from creating excellence.

, 719.686.8810

How to Identify the Right Job