Strengths Finder Survey Analysis

The need for another personality test seems small. Personality tests have been in use in American since 1943 when the Meyers Briggs was first published (OPP, 2015). The field is now very diverse. With the Meyers Briggs and Smalley’s Animal Types on one end to What Star Wars Character Are You? On the other, these tests run the gambit from serious to funny, and then on down to time wasters. To really prove your usefulness, a new test must fill a niche in the market. Something only your test can provide. However the 34 vaguely worded themes give no great bit of detail to really

Identifying and understanding your own personal strengths is key to being a successful leader. Knowing your strengths means you can focus your efforts to maximize results, in yourself and in others. Strengths Finder 2.0 is designed to uncover your strengths and utilize these strengths to your advantage (Rath, 2007). Identifying and applying these strengths to your leadership style, will enhance your effectiveness as a transformational leader.

Tom Rath’s “Strengths Finder 2.0” on-line assessment identified that my top five strengths are: Strategic, Focus, Futuristic, Significance, and Learner. I see the Strength Finder Assessment as a great opportunity to get to know my personal strengths and it motivates me to work and practice my talents rather than trying to fix my weaknesses. Looking only at my strengths is a new type of skills-building which allows me to stay focus on my talents.

My top strength identified was the Achiever theme. Achiever describes the need for constant achievement. Achievers have the capacity and the drive to keep taking on new challenges and strive toward new goals (Rath, 2007). This description is accurate in that I enjoy a new challenge and like to keep busy working towards anything with some sort of successful outcome. I welcome the opportunity to do something better, more perfectly, or more complete which motivates me to a higher level (Rath, 2007).

It will help the organization tremendously because you will be able to utilize the employee to the fullest based on the individual key strengths. Focusing on their strength so that they can be more of an asset to the company. By doing this not only will it benefit the organization but it will help the individual personally as well. They will be aware of their strengths, become more confident within themselves and therefore make wiser choices based on their strengths. Have you every heard of the saying "the right person for the right job"? That is exactly what can happen from employees taking the strength finder survey. Based on the employee's strengths she or he will be placed in the position to utilize and capitalize on them. Making a happy employee and an even happier employer. Personally, I know at my job as a welder, I like that my supervisor sees the "activator" (one of my strengths) in me and puts me in the right spot to use it accordingly. The strength finder survey should be a mandatory thing during the hiring process of each and every person applying. It would eliminate many unnecessary mistakes, errors or problems when actually in the field of work saving money and time. I am a person that is driven by my strengths and improve on weaknesses as I go. So to put people in a certain working atmosphere that goes with that individual strengths is a good idea and brings the best out of people. Making people work harder, smarter and take pride in their

I identified that I was good at innovation at work and creating new ideas. Gina and I both welcome and look forward to change because it keeps and sparks our interest. We both despise boredom.

As previously noted building positive collaboration increased the likelihood of positive outcomes for children and their families. This is done ultimately through a strengths-based approach. By assisting families in seeking their strengths within the dysfunction not only encourages a positive rapport between caseworkers and families it also encourages the National Association of Social Workers, NASW, core values of promoting and respecting the dignity and worth o f a person and valuing the importance of human relationships. The signs of safety training along with the other various training listed the State of South Carolina Child and Family Services FFY 2015/2019 Plan caseworkers are sure to build competency. As a practicing child protective

For the most part, I found that the Gallup Strengths Quest survey was a helpful and accurate tool for recognizing individuals’ strengths. While I have a few qualms with placement and the wording of a few themes, I believe the survey accurately reflected my traits. The Gallup Survey named restorative as my first, and most prominent, strength. I believe the description fits as one of my strengths because I enjoy solving problems and uncovering undetermined factors and eradicating them. But I do not agree with the first part listed as a characteristic of those who have restorative as a major theme, that is being energized when new problems arise .I do not get energized by problems, but rather, I love exterminating all problems.

My personal strengths are that I am a keen learner and organized person because like Benjamin Franklin I believe that if I fail to plan then I am planning to fail. Above all I am confident that I have made the right choice and that I am a suitable candidate for

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.

With the long-term goal of becoming a transformational leader, it is often useful to consider one's strengths and weak nesses across four dimensions. These include personal and professional accountability, career planning, personal journey disciplines and reflect practice reference behaviors and tenets. The intent of this analysis is to evaluate my strengths and weaknesses in each of these four areas. In addition, a discussion will be completed on how current leadership skill sets will be used for advocating change in my workplace. The conclusion of the paper will concentrate on one personal goal for leadership growth, including an implementation plan leading to its fulfillment.

As a team member of your company, some of the key strengths that I can provide you includes:

I am fortunate to have many strengths to leverage to improve my career and become a great engineering leader. The strengths I have to work with as discovered by the various assessments and

What do you do better work than others in your industry? Examples for e commerce merchants

My current strengths include; my honesty and passion towards my work. I have always been positive and confident regarding my aims and targets. Along with these, I am a good decision maker, due to which I can make right and quick decisions. Moreover, I have ability to motivate others and do team work. I am also a responsible person, when I make a target; I work day and night to achieve my goal.