If you are a manager, consider using the StrengthsFinder assessment to improve your team’s performance. After the assessment, realign your staff to focus on their areas of strength. Build trust by sharing test results with the entire team, and help your employees understand how these strengths impact the way each person works.
What is StrengthsFinder and why do you need it?
Why should you take StrengthsFinder?
- It validates who you are. Rather than berating you for your weaknesses, StrengthsFinder recognizes the things you’re already awesome at, thereby motivating you to improve your strengths even more. ...
- It’s excellent for teams. ...
- It provides tons of suggestions for using your strengths in your life and business. ...
How to apply the StrengthsFinder assessment?
Talents in this grouping include:
- Analytical (consider which factors will affect the outcome of a situation)
- Context (appreciate how prior historical events apply to the current situation)
- Futuristic (inspires people with a vision of how the future could be)
- Ideation (able to generate new ideas; interested in the possibilities)
What are the strengths in StrengthsFinder?
• Once you have completed your assessment, you will receive your “Top 5 Signature Themes of Talent” on your screen. People who are especially talented in the Includer theme are accepting of others. They show awareness of those who feel left out, and make an effort to include them.
How many strengths in StrengthsFinder?
Nathan Freeburg
- Restorative
- Individualization
- Futuristic
- Learner
- Intellection
How do you use CliftonStrengths in the workplace?
Here's how you can go deeper with CliftonStrengths at every stage of your employee experience strategy:Attract: Be a place where people are known for their CliftonStrengths. ... Hire: Explain your identity as a strengths-based organization. ... Onboard: Create a common language that helps people connect.More items...•
How do you use StrengthsFinder?
Tips for Taking the StrengthsFinder AssessmentGo with your instincts instead of overthinking each choice.Choose the statement you feel most intensely about, even if you worry that others wouldn't approve of your choice.More items...•
How do you build strengths in your team?
10 Effective Tips On How To Lead A Strengths-Based TeamIdentify your team's shared values.Delegate based on team members' strengths and encourage job crafting.Identify your strengths as a leader.Identify the strengths of team members.Assign strengths-based roles to team members.Set strengths-based goals for your team.More items...
How does Gallup StrengthsFinder work?
This online test (formerly named the Clifton StrengthsFinder) measures the intensity of your talents in each of the 34 CliftonStrengths themes. These 34 themes represent what people do best. They categorize all that's right with humankind -- distilled down to 34 different themes.
What do you do with CliftonStrengths results?
Once You Get Your CliftonStrengths Report, How Should You Take Action?You can partner with others who have that as a top talent.You can stop doing some of the activities that call on the low talent area.You can even do a task-switcheroo with a peer so that you're both in your respective strengths zones.
What is the benefit of StrengthsFinder?
Gallup's StrengthsFinder assessment can help you identify the strengths of the people working in your teams. Once you know what strengths are present, you can begin to make the most of your employees' talents, maximizing productivity and increasing morale throughout your organization.
How can I use my strengths to help others?
Use Your Strengths to Strengthen OthersWisdom and knowledge: the ability to acquire and use knowledge (creativity, curiosity, love of learning)Courage: the ability to accomplish goals in the face of opposition (persistence, vitality, integrity, bravery)More items...•
How would you leverage the strengths of your team members?
Bottom line: Pay attention to what other people like to do, what they do well and what excites them. And then cement your relationship by complimenting the person on that strength! If you regularly point out the strengths of your collaborators, they will feel very motivated.
How can you leverage your strengths to be a better leader?
How to leverage your strengthsDefine your strengths. Before you can leverage your strengths, you need to understand your unique abilities. ... Set professional goals. Ask a manager to help you set goals that use your strengths. ... Show evidence of your strengths. ... Strengthen your strengths. ... Choose strength-building behaviors.
How do you answer StrengthsFinder questions?
0:565:14Clifton Strengthsfinder 34 Assessment By Gallup | Best Personality TestYouTubeStart of suggested clipEnd of suggested clipGiving them work that would be aligned with their weaknesses. You want to give them work that'sMoreGiving them work that would be aligned with their weaknesses. You want to give them work that's aligned with their strengths.
How do you take the StrengthsFinder assessment?
The CliftonStrengths assessment is the same one featured in StrengthsFinder 2.0 and our other bestselling books....Redeem or Purchase an Access Code to Take the Assessmenttake the CliftonStrengths assessment.unlock the CliftonStrengths 34 Report.access other personalized reports and strengths-based development resources.
What CliftonStrengths are the best?
Amy Shuman's Top 5 CliftonStrengths are: Communication, Competition, Maximizer, Significance and Focus.
What is Clifton StrengthsFinder?
The Clifton StrengthsFinder® (also known as StrengthsFinder®, StrengthsFinder® 2.0, and 34 Clifton StrengthsFinder®) is a personality assessment tool that has been taken by over 21 million people and explained in the eponymous book by Tom Rath. Read more about it at the official Gallup page.
When was StrengthFinder published?
Published on June 12, 2019. May 19, 2021 by Grace LaConte. As one of the most prolific personality assessments in the world, StrengthFinder® is a tool that can help identify your decision-making process and unique perspective. In this post, I will explain how to use this assessment for self-awareness, why the “Balcony and Basement” concept is ...
What are the least frequent talents?
The 3 least-frequent talents (Significance, Command, and Self-Assurance) are in the Influence category of Leadership Domains. Discipline is the least frequent talent for males, but it is #24 (in the middle) for females. Context is the 4th least frequent talent for females, but it is #17 (in the middle) for males.
What are the influences of a person's talents?
Influencing talents include: Activator (eager to get people engaged and turn ideas into action) Command (take charge of situations with decisiveness; have a strong presence) Communication (effortlessly put thoughts into words; great conversationalists)
What does a 5 mean in math?
A “1” would indicate that the left-hand phrase is very accurate, whereas as “5” signifies that the right-hand phrase is more accurate. To get the best results, it’s important to avoid using the “3” score, since too many ambiguous answers will skew the scoring.
What is someone with talents?
Someone with talents in this category has the innate ability to rally others and convince them to do something. They are persuasive—either with a high level of enthusiasm and a “rah-rah” spirit, or using a quiet magnetism that makes people feel confident to follow their lead.
Who created the StrengthsFinder test?
The idea behind the test started with Donald O. Clifton and Paula Nelson’s book Soar With Your Strengths: A Simple Yet Revolutionary Philosophy of Business and Management, which was published in the 90s. A few years later, the book led to the creation of StrengthsFinder, which Clifton developed with a team of scientists and Tom Rath, his grandson.
What is Clifton StrengthsFinder?
Clifton StrengthsFinder, which has been officially rebranded to CliftonStrengths, is a strengths assessment test that evaluates how you act when you’re at your best.
How many themes are there in the strengths assessment?
The assessment has 34 themes, referred to as strengths, that pinpoint your talents and explain why you behave, feel and think in certain ways. The idea is that when you’re able to approach environments and situations with your strengths, both your life and work can improve. The strengths are broken down into four domains:
What is the benefit of knowing the strengths of your employees?
Here are some of the business-related benefits of knowing the strengths of managers, leaders and employees: As a manager or someone in a leadership position, knowing the strengths of your employees means you can assign the right role and responsibilities to each person.
Why is it important to know your strengths?
Knowing your strengths can help you silo your weaknesses, which makes it easier to choose a course of action. You’re less likely to feel frustrated and like an under-achiever if you focus on your strengths rather than your weaknesses.
What are people's strengths in relational building?
People with strengths in the “Relationship Building” domain are adept at understanding and bonding with other people. They can feel deeply and are comfortable expressing their emotions. They’re great in group and team situations because they act as the glue that holds everyone together. Strengths in this domain are:
Why is knowing the strengths of your employees important?
As a manager or someone in a leadership position, knowing the strengths of your employees means you can assign the right role and responsibilities to each person. You’ll then be able to nurture each person’s skills.
How Do I Grow as A Leader?
How Do I Use StrengthsFinder at Work?
- Our strengths are best used by intentionally aiming them towards our goals. First, set 2-3 performance goals for yourself at work. Make these goals tangible, measurable, and specific. These goals can also involve building new partnerships at work. Then, think about how you could use your strengths to achieve these goals. Most of us are already usin...
How Do I Build Strategic Partnerships?
- As leaders, we all have blind spots. One effective way of overcoming these is building strategic partnerships with people with very different strengths from our own. This requires us to be open to different perspectives. We might not always agree, but the act of listening and considering their perspectives will broaden the insights we have. When we look for partners, we usually look for p…
The Data Speaks
Impact on Remote Work and Return to Work
- When the pandemic began, the number of employees working remotely doubled from mid-March to early April 2020, from 31% to 62%. Now a year later, more and more companies are starting to open up as the pandemic restrictions lessen, and many people are preparing to transition back into the office world. But, there are a lot of mixed feelings. Some people can’t wait to be back in t…
Leveraging Strengths at Your Organization
- As we enter the second year of COVID-19 and a new way of working, using Strengths will continue to be important. Here are some considerations as you continue to navigate the upcoming year.