benefits of strengthsfinder
In his most recent work, Marcus Buckingham also describes “weaknesses” as “the activities that weaken you.” What’s nice about this is that it makes the conversation just a bit less essentialist… but only a bit. More importantly, during the interview you are assessing job “fit” – fit with customers, peers and/or management. But then I wouldn’t be such a deep thinker. Our business unit went from last place to first in one year – a result unheard of in this type of industry (conservative, slow-changing cruise ship turning type). I was skeptical at first as most mangers are of any new management theory shoved down your throat by a company. I particularly enjoyed your characterization of the academic vs. military and business worlds. They recognise that they need one another to realise individual and team excellence. It would also provide all kinds of new data to Gallup, with the possibility of metadata such as time of day, self-reported mood, etc. As for your second part about getting feedback from others, I’ll make this part quick: 1) No, I hadn’t read that Adam Grant piece before but it is excellent. As you indicate, the answer to that may depend on the intended purpose: The VIA inventory goes deeply into character, personality and intrinsic (positive) feelings, while the StrengthsFinder inventory focuses more on external behaviors and other talents that could easily apply to a white collar career / job description. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.” – Albert EinsteinWe all need challenge to grow as a humans, I agree, but do you want to be constantly challenged?
I realized already that academia wasn’t for me, because it’s filled with people with my first 3 strengths, but annoyingly absent of my latter 2. […] One is concisely described by an online analyst this way, “StrengthsFinder exhibits many characteristics of the Forer Effect, namely, that people lend credibility to descriptions of their personality that are vague and generally applicable, especially when those descriptions appear to be tailored to them, authoritative (backed by science, ancient wisdom, surveys of 2 million people, etc. I do wonder, however, if a self-administered test can ever be truly useful?
Were the leaders motivational? The people to whom you feel most close are the same people who feel most close to you.”) Yes, this trait is a human universal… as are pretty much all of the VIA traits. Gut instincts are better than an “assessment” designed by a cubicle sitter.I’m 3 years late and a dollar short but would like to reply. Granted, this formula does not take innate TALENT into account, as the StrengthsFinder “equation” does, and both formulas don’t take things like LUCK and CIRCUMSTANCE into account. Lonely.
You have many Strengths, some are obvious, but many others aren’t. Yet, without language our thinking is muddled and inarticulate. […]you are right re: “innate talent”. Place People in the Right Roles. That and other nuances (such as “an overdeveloped strength can become a weakness in itself”) are some of the other things I’ve come to appreciate as I’ve continued to explore this topic in my talent development work. You assess & grade them in the CV review, phone screens or follow-up in an interview. Once the deliberation cycle is fulfilled, it’s like opening a floodgate. More importantly, during the interview you are assessing job “fit” – fit with customers, peers and/or management.”–My point is that assessments measure a lot more than preferences and best practice is that when you use an assessment, you assess competencies first and personality or preference as a secondary measure. In other words, as a Gemini I’m no longer calling myself a smart ass… I am simply I think the next verbal trick is give ourselves permission to add the conditional phrase, “up until now,” when desired.
I’m talking about ordinary people – the people we meet every day in business – people who have variegated, diffuse strengths and weaknesses, but more importantly, who also have values and opportunities that they may choose to follow, according to their own free will. Understand how coaching with StrengthsFinder can help you clarify your goals and achieve them faster.
The company I work for has an initiative going on that led to me taking the assessment. For example:Vilma, no need to apologize… your English is infinitely better than my Albanian. Similar to the negative effects of individuals using the MBTI. Or worse, I’d better say I prefer X so my boss/team doesn’t question why I’m doing X).
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