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3.65 AVERAGE
3.65 AVERAGE
The first 30 pages will be useful for my buy-in presentation to staff. It's not about bestowing five strengths on you upon taking the assessment; it reflects your natural inclinations (what in SF speak is a talent) which can often be rolled up into a more broad "theme," which, if you are slightly intentional and can move beyond your own cynicism, you can probably "flex" a bit to develop them into strengths that will differentiate you from a crowd.
I may write a proper review for this later, but for now, this will be a placeholder. I liked it - I had to take this "Strengths Finder" as a part of my work enhancement/assessment - ended up getting a lot out of it. For the most part, it was spot on for attributes/strengths/interests I have, though with a few caveats.
informative
fast-paced
I read parts of this book for work. The Howell Carnegie District Library gave each of its employees one of these books. We had to read Part I of the book and then take the StrengthsFinder 2.0 Assessment online in preparation for our staff in-service day on February 26, 2016.
My Top 5 Strengths turned out to be:
1. Empathy
2. Input
3. Consistency
4. Intellection
5. Harmony
I bought the online assessment alone for my husband Mick and his Top 5 are:
1. Ideation
2. Analytical
3. Learner
4. Intellection
5. Input
I was a little let down by my strengths results because wtf do I do with EMPATHY as my top strength? That's what causes me the most trouble--be too in-tune with other people's feelings and getting hurt by them or putting their needs before mine and not getting what I want or need.
I did like that at the end of the description for each strength, there are tips on how to interact with a person who has that strength. HUSBAND TAKE NOTE! :)
My Top 5 Strengths turned out to be:
1. Empathy
2. Input
3. Consistency
4. Intellection
5. Harmony
I bought the online assessment alone for my husband Mick and his Top 5 are:
1. Ideation
2. Analytical
3. Learner
4. Intellection
5. Input
I was a little let down by my strengths results because wtf do I do with EMPATHY as my top strength? That's what causes me the most trouble--be too in-tune with other people's feelings and getting hurt by them or putting their needs before mine and not getting what I want or need.
I did like that at the end of the description for each strength, there are tips on how to interact with a person who has that strength. HUSBAND TAKE NOTE! :)
Read this for a work committee. You get to take a test which identifies your top five themes. You are then provided an action plan to use these themes to capitalize on your strengths in the workplace. I'm a Scorpio.
I like that this book focuses on personality strengths and not weaknesses. The premise that improving your talents contributes to overall well being and job satisfaction makes sense. Four of the five strengths my assessment results identified were not surprising to me, and I learned some practical tips to keep working on building these talents. The fifth talent was not a strength I would have used to describe me, but is on target, so identifying the top five of 34 strengths was an enlightening exercise. Completing the assessment and analyzing the results was fun, especially at the beginning of a new calendar year when I find it helpful to review and reset my goals. If you are mid-career, between careers or embarking on a new project, the small investment of your time on Strengths Finder would be worth your while to help you focus on your goals.
Good, quick read. I love the focus on building strengths rather than wasting time fighting against weaknesses.
The concept of this book is good - talent multiplied by invested time improving that time will eventually equal a personal strength - something you're known for being great at. This book comes with a single-use access code to take the online assessment - so it's practically useless from your library (where I got my copy).
This reference to the (Positive Psychology-like) assessment Strengths finder 2.0 from Gallup, were helpful upon reflection. While I question the validity of other "personality-type" tests, myers-briggs for instance. This informed me of some blind spots, as well as highlighting some beneficial attributes I hadn't considered but found actionable. As it has been a few years since it's development, newer methods from other organizations, might offer more insight now.