What is the best way to leverage StrengthsFinder insights for building and optimizing accountability chart innovation teams?

Question

Tyler Smith · Accepted Answer

Building effective innovation teams within an EOS accountability chart requires a diverse mix of talents and thinking styles, which StrengthsFinder (CliftonStrengths) can powerfully illuminate. Instead of merely assigning roles based on job titles, leveraging StrengthsFinder allows leaders to intentionally populate innovation teams with individuals whose top 5 strengths complement each other and address the multifaceted demands of ideation, development, and execution. For example, a team focused on breakthrough innovation might benefit from a combination of 'Ideation' and 'Strategic' strengths to generate novel concepts, 'Achiever' and 'Focus' for driving projects forward, and 'Maximizer' or 'Futuristic' for refining and envisioning future possibilities. Conversely, an innovation team tasked with optimizing existing processes might require 'Analytical' and 'Restorative' strengths. ACDC's approach involves creating leader-to-leader use guides that map specific StrengthsFinder themes to key innovation phases and responsibilities within the accountability chart. This ensures that every team member is positioned where their natural talents can contribute most effectively, minimizing friction and maximizing creative output. By understanding how each individual naturally approaches challenges and contributes solutions, leaders can foster an environment where diverse perspectives are leveraged, leading to more robust and successful innovative outcomes within the structured accountability framework.