Career Plan Building Activity: Reasoning Aptitude

Strengths Finder 2.0, an online test that proposes to find your talents best suited for development. Another personality test in a sea of others, Strengths Finder does little to distinguish itself. Through poor wording, ambiguity, and no fact checks available, Strengths Finder 2.0 does not seem to cross the finish line.

Other strengths that I exhibit include being structured, responsible, articulate, task-oriented, determined, confident, effective planner, visionary, and possessing the ability to manage resources effectively. Being structured allows me to set parameters that we can all work within to achieve the overall company goals. Structure builds bonds and a sense of cohesiveness in the workplace. This type of unity will be necessary for the success of the organization. We can all work towards common goals if clear goals are outlined for everyone. The other strengths will all work together as well.

How do your Strengths Finder talents support the primary planning, organizing, leading, and controlling activities of a manager?

Gallup’s (2017) StrengthsQuest assessment lists my five greatest strengths as competition, achiever, learner, input, and strategic. After reviewing the detailed descriptions of these strengths, I am confident that I can successfully apply these skills to my job as an investigator and further develop my capacity in leadership. Before taking this survey, I was certain that focus would be among my five greatest strengths, but after considering the book’s description of the achiever theme, I am convinced of the accuracy of this evaluation. Outlined below is my interpretation of these talents, their intrinsic drawbacks, and several illustrations of how they have helped me achieve success. I have also included a few examples of how I can implement

A little more than half of the team has primary strengths characterized as thinkers with an even mix of theoretical and practical thinking. The rest have strengths that lean toward risking or doing. There is also an even mix of the independent and collaborative decision making.

The Clifton Strength assessment I took listed my top five talent themes as Responsibility, Achiever, Learner, Focus, and Connectedness. Three of these top five fit into the executing domain; Responsibility, Achiever, and Focus. They deal with working hard and getting the job done. My strategic domain is as a Learner; this skill allows me to think outside of the box and tailor the approach to the specific situation. The fifth theme, Connectedness falls into the relationship-building domain. This is the strength that I feel is most important in my life and would like to continue to develop it throughout my entire life. It is the summation of all aspects and who I strive to be.

Different fields of professions require certain competencies to become successful. For example, in the criminal justice field one must engage meanings of active citizenship in the community. Not only are these competencies used in the work field, but academically we use them in every way possible. For example, in college, you’re expected to communicate with in front of others to present information. This includes professors and students from different ethnicities and cultures; meaning you’d have to be open minded because everyone has different viewpoints. In my life, the two most important general education competencies are communication and thinking critically.

After comparing how this person thought their top and bottom five strengths should be ordered versus where the actual results placed them, we would review the descriptions of the strengths that they want to increase in the rankings. For example, my lowest ranking strength is “Modesty and Humility”, an area that I thought would have ranked much closer to my top five strengths. The description of this trait says, “You do not seek the spotlight, preferring to let your accomplishments speak for themselves. You do not regard yourself as special, and others

The ability and strength of an individual to achieve goals by supervising processes, guiding initiatives and employees is defined as Leadership skills. Valuable leadership skills include taking thoughtful decisions, allocation of resources, and the ability to delegate, inspire and communicate effectively. Other leadership traits include honesty, confidence, commitment and creativity. Leadership competencies can be used to effectively select, develop and promote leaders in an organization .The difference between Leadership Skill and leadership competency can explained as the required level of efficiency to perform a task assigned is known as skill whereas the quality to accomplish the same is called as competency. When creating leadership competencies certain factors are considered such as business strategies and future trends. To drive the use of competencies in selecting and developing leaders HR practitioners should use the business strategies. To effectively build a unique set of skills for the organization 's leaders, the firm will sustain competitive advantage. The role of a project manager has always been my interest. The position which I have always desired is a role of project manager.

As young adults, most of us are not fully aware of what it is like to work independently. Without a head start in career preparation, obstacles are bound to come in the way of our career path. At Ladders for Leaders, I aspire to expand my knowledge on the working environment and further improve the skills needing in a professional setting. Communication, teamwork, and efficiency, some of the most basic and important skills, are focused on in this rigorous program. Therefore, by receiving this assistance in career readiness, I

Every person gravitate its strengths to step up in life like the best cook in a family makes meals. The mechanically inclined person in a family fixes the broken parts at home and a plant lover takes care of the garden. Similarly, the businesses use their strengths to position themselves in the market. However they follow a formal path for developing core competencies. Successful businesses follow an exact approach to identify and define their core competencies and then jointly follow them. For example, Auto manufacturers restrict themselves only to the tasks that they do best like assembling or designing automobiles, leaving additional tasks for others. This keeps their mission clear and defined.

My culture, interaction with family and friends, and the various experiences from co-curricular and extra-curricular activities have enabled me to develop a multifaceted personality to tap my potential. In particular different activities, projects, assessment reports, and feedback from colleagues over the last few months at Babson I have better understood my strengths and weaknesses, and work style and leadership style. In this paper, I have developed my self-assessment analysis based upon qualitative and quantitative materials I have, and my experiences and exercises during this semester. I have identified three broad themes that incorporate several subthemes representing my current abilities, preferences, patterns of strengths, etc. (see appendix 1). Further, I have developed my action plan for the next semester to enhance my strengths and learn new skills, which are critical for my future career growth, to overcome my weaknesses.

The first model I will discuss as part of my research is the Competency Performance Model. Competencies can be integrated into the regular Performance Management (PM) process in one of two ways:

According to Pfeffer (cited in Whetten & Cameron, 2005) leading positive change is one of the most important influences in helping organisations perform well. Another strength that I have identified through completing the “how creative are you” assessment (Carlopio et al, 2005) is creativity, possibly due to my ability to consider things from different perspectives as indicated by my preference toward the “thinking” dimension in my MBTI profile.

Many student leadership experiences that create a large growth spurt for student leaders offer the occasion for students to experience opportunities to grow their skills in organization, motivation, building a product and simulating the same level of responsibility in a seemingly high level situation but with a safety net. Often this possibility to get to lead inspires those fortunate enough to get the chance, to being to yearn for that same level of autonomy in the workplace where their ideas and quite implementation timeframe are not as realistic as in the collegiate setting. In this situation, our recent graduate has been given several opportunities and each one encourages a greater level of understanding from a familiar area that “strongly shaped” (Jick & Peiperl, 2011) his style and desire to be challenged. The crux of the project is to offer suggestions on how to develop the necessary skillset in order to lead from a different level within the organization other than the top and be effective in orchestrating change.