1 / 19

Tuesday , January 14, 2014

Strengths Finders and Your Career Arthur Ringwalt Chair, Computer Committee Sacramento Professional Network. Tuesday , January 14, 2014. Your manager and your job. If your manager primarily ignores you, then the chances of your being primarily disengaged are 40%

gannon
Télécharger la présentation

Tuesday , January 14, 2014

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Strengths FindersandYour CareerArthur RingwaltChair, Computer CommitteeSacramento Professional Network Tuesday, January 14, 2014

  2. Your manager and your job • If your manager primarily ignores you, • then the chances of your being primarily disengaged are 40% • If your manager primarily focuses on your weakness, • then the chances of your being primarily disengaged are 22% • If your manager primarily focuses on your strengths, • then the chances of your being primarily disengaged are 1 %

  3. Strengths Finders 2.0, an Introduction

  4. Tom Rath and Strengths Finders • Backgrounder • Strengths Finder 2.0 published in 2007. Access to Web site . No index. Most of book describes the 34 strengths. 175 pages in all. Costs about $25.00. • Gallup people, based on Gallup’s 40-year study of human strengths • Tom Rath has written several books including The New York Times bestseller How Full Is Your Bucket? He leads Gallup’s workplace consulting business.

  5. Donald O. Clifton, Ph.D., 1924-2003 • Dr. Clifton was the leading developer of Strengths-Based Psychology. He received an honor to this regard from the American Psychological Association.

  6. Research behind Strength Finder 2.0 • A 39-page research report on Strength Finder in *.pdf can be retrieved at: http://strengths.gallup.com/private/Resources/CSFTechnicalReport031005.pdf

  7. Peter Drucker, 1909-2005“Most people think they know what they are good at. They are usually wrong. . . . And yet, a person can perform only from strength.”

  8. DSM IV Strengths Finder is a contrast to Diagnostic and Statistical Manual IV. {DSM IV}. A leading psychologist called DSM IV a “bloated catalog of what is wrong with people.” Strengths Finder finds what is right with people.

  9. Strengths and Weaknesses • Your talents can be your weaknesses and vice versa! • Strengths = Talents x Investments • Talents are natural ways of thinking, feeling, or behaving. • Investments are times spent practicing and developing your skills, and building your knowledge base. • Strengths are abilities to consistently perform well.

  10. Rudy might have scored high on investment even though he might have received a low score on talent. Rudy RuettigerWho played quarterback for Notre DameSubject of the 1993 movie Rudy

  11. We all admire people like that. • Rudy made the very best of his little talent. • What would have happened if Rudy had done something else with his efforts. • Nevertheless he eventually became a motivational speaker receiving a Vince Lombardi award from Rotary International. • Wouldn’t it be better if we were to emphasize our talents, not our weaknesses.

  12. Book comes with Web site • http://www.strengthsfinder.com/home.aspx • You take the 30-minute test using the code at the back of the book. Each book has a different code. You establish a username and password.

  13. Online test Test takes about 30 minutes. 177 multiple-choice questions Not a timed test

  14. Strengths Discovery and Action Planning Guide • Upon completing the online test. • Features: • Top five theme report • 50 ideas for action, one for each of your five themes. • Strengths Discovery Interview • Strengths-Based Action Plan • Other features

  15. Applying your strengths • Alphabetical order in book. Most of book. • Two or three pages for each theme.

  16. Compare to Phil Bristol

  17. Phil BristolBehaviors and Motivators, Descriptors, • DISC • Dominance • Influencing • Steadiness • Compliance • Success Insights Wheel Utilitarian/Economic Theoretical Individualistic/Political Traditional /Regulatory Socialistic/Altruistic Aesthetic

  18. Phil BristolEQ or Emotional Intelligence • “Measure of your ability to sense, understand, and effectively apply the power and acumen of your emotions and the emotions of others in order to facilitate high levels of collaboration and productivity.” • No equivalent in Strengths Finder

  19. Conclusion. • Strengths Finders well-worthwhile in evaluating your career goals. • Strengths Finder and Phil Bristol’s Target Training International complement each other. • Ideally, one should take both.

More Related