↓ Types of text StrengthsFinder 2.0 ➄ Book Author Tom Rath ⡌ ↓ Types of text StrengthsFinder 2.0 ➄ Book Author Tom Rath ⡌ STRENGTHS THE NEXT GENERATION Q interviewed by Jennifer Robison Last month, StrengthsFinder 2.0 hit the bookstores Book browsers, no doubt, had many questions, and among them was probably Didn t I already read a book about this Well, actually, yes But the topic was worth revisiting for two reasons In the six years since the release of Now, Discover Your Strengths, than 2 million people have taken the Clifton StrengthsFinder assessment, which means billions of people have not yet had the opportunity The second reason is that Gallup researchers just haven t been able to let the topic rest Over the past decade, they ve done surveys, interviews, and studies they ve prodded and poked and analyzed And they realized that there s a lot to understanding human talent than most people know Those who are familiar with the StrengthsFinder assessment know that it is designed to uncover certain key talents patterns of thought, feeling, and behavior that can be productively applied These patterns are categorized into 34 broad themes such as Achiever, Ideation, and Relator and those themes indicate and predict one s innate and unique talents Those talents, when multiplied by the investment of time spent practicing, developing skills, and building knowledge, can become strengths Some of this is just common sense it seems intuitive that your performance will be better if you re doing what you naturally do well But some of it seems counterintuitive and runs directly against conventional wisdom No amount of training will help you excel in your areas of weakness You can t do anything you want to do or be anything you want to be because you re just not going to be good at everything But if you work with your talents, you can be extraordinary StrengthsFinder has resonated with the business community because there s a direct link between talent development and performance In this interview, Tom Rath, author of StrengthsFinder 2.0, discusses what Gallup scientists have learned since the publication of the first book, what there is to discover about your talents, and why it s bad to focus on your employees weaknesses, but simply cruel to ignore them completely GMJ Why the new book Tom Rath StrengthsFinder 2.0 is an effort to get the core message and language out to a much broader audience We had no idea how well received the first strengths book would be by general readers it was oriented toward managers or that the energy and excitement would continue to grow More than two million people have taken the StrengthsFinder assessment, and each month, the number of people learning about their talents goes up But readers keep asking us Now that I know about my strengths, what do I do next So we went back and surveyed hundreds of them and asked them how they apply their talents Then we whittled their suggestions down to the ten best ideas for each theme We also added than five thousand Strengths Insights to version 2.0 that allow us to offer individualized theme descriptions than we could before So, instead of general descriptions of your top five talent themes, in 2.0, you get a talent profile so unique that you re unlikely to share even a sentence with someone else And as I said, the first book was really written for a business audience People have had trouble retrofitting the theme descriptions if they are in non management roles, but they ve tried This book helps readers apply strengths theory to any type of role and gives them ideas to help them apply their talents in their daily life GMJ It s been six years since the first book was published, and Gallup has done hundreds of thousands interviews Have you discovered anything new about talents and strengths Have you altered your original premise Rath No, but we ve seen and evidence that demonstrates that focusing on your talents is important We did a survey in 2004 that examined what happens when your manager ignores you, focuses on your strengths, or focuses on your weaknesses We found that if your manager focuses on your strengths, your chances of being actively disengaged go down to one in one hundred However, if your manager primarily focuses on your weaknesses, your chances of being actively disengaged are 22%, and if your manager ignores you, that percentage rises to 40% GMJ Why such a high rate of disengagement among those who are ignored Rath It basically mirrors the psychology of raising kids being completely ignored is the worst possible psychological state You would actually feel better if your manager went from ignoring you to focusing on what you do wrong all the time, because then at least she s paying attention to you GMJ Did your new research turn up anything that surprised you Rath We ve talked a lot about how strengths can help you be of who you are, and you get out of your best players, and all of that But in the last ten years, we ve also found that it s a good strategy just to wipe out the extreme negativity in the workplace I get this question almost every time I talk to a group What do I do about that one person who just drags everyone down every day My glib answer was to get rid of the person I always thought there were some people who were just destined to be disengaged in their jobs because that was their personality, and no matter how hard managers tried, there wasn t much they could do with some of those people But the data from the last five years would suggest that much of that epidemic of disengagement is fixable More than I ever would have guessed, it helps tremendously if a manager starts by focusing on someone s strengths You may not take someone who s actively disengaged and make him into your most engaged employee, but it will help get him out of that mindset where he s scaring off colleagues and customers GMJ So is that the business case to be made for putting people in roles that play to their strengths Rath I think it s the secondary business case The main business case is that people have a lot fun and get a lot done if they re able to spend time in areas where they have some natural talent I think that s a fundamental principle that hasn t changed much at all The one thing that we were clear about in StrengthsFinder 2.0 is that the American dream ideal that You can be anything you want if you just try hard enough is detrimental This is especially true when people buy into it hook, line, and sinker You may not be able to be anything you want to be, but you can be a lot of who you already are Taking StrengthsFinder is just a starting point it s step one of a hundred in figuring out the areas where you have the most potential for growth GMJ What is the most challenging aspect of your ongoing strengths research Rath While hundreds of people in our organization continue to research this topic each year, our greatest challenge might be incorporating the new research while making the message even succinct and applicable to a wider audience So while we have hundreds of new case studies and meta analyses about strengths and about employee engagement and business outcomes we tried to stay as close as we could to the basics GMJ The Clifton StrengthsFinder assessment has always categorized talents into thirty four themes Have you ever considered adding or subtracting any, or refining them further Rath Yes, we looked at that extensively as we started to review our plan for the updated version of the assessment We found that so far, the thirty four themes have done a good job of describing much of what we ve learned since releasing the first version of the assessment If enough people had made a case about a specific theme that didn t exist, we were open to adding that theme I think we probably will continue to investigate whether there are themes that emerge that we haven t yet picked up on But there wasn t a real strong case for any additions at this time GMJ What would you most like to accomplish with StrengthsFinder 2.0 Rath Our big goal and mission as a company is to help people do of what they do well We ve topped two million completed StrengthsFinder assessments, and it s not too hard to imagine that number getting to twenty million soon An organization that exists to help people has a responsibility to get better and better By reaching beyond our initial audience, we help people get the latest and greatest research But we also hope it helps people live better lives.ABOUT STRENGTHSFINDER In 1998, the Father of Strengths Psychology, Donald O Clifton, Ph.D 1924 2003 , along with Tom Rath and a team of scientists at The Gallup Organization, created the online StrengthsFinder assessment In 2001, they included the first edition of StrengthsFinder with the bestseller Now, Discover Your Strengths In 2004, the assessment s name was formally changed to Clifton StrengthsFinder in honor of its chief designer In 2007, building on the initial assessment and language from StrengthsFinder 1.0, Rath and Gallup scientists released a new edition of the assessment, program, and website, dubbed StrengthsFinder 2.0 Rooted in than 40 years of research, this assessment has helped millions discover and develop their natural talents. StrengthsFinder and How Full Is Your Bucket Redeem your access code from these two bestsellers You can redeem to take the Clifton assessment now called CliftonStrengths following books StrengthsFinder Tom Rath In Gallup unveils new improved version of its popular assessment, language themes much While you read this book in by Rath, Hardcover Barnes Noble is another useful tool However, if are any position leadership it would be better buy Strengths Based Leadership because ll get same info PLUS some additional that worthwhile On negative gallup themes, as well hundreds strategies for applying strengths Strengths Finder Rath latest national bestseller, one sitting, use a reference decades Walmart The helps people understand how they execute tasks, build relationships, influence others, think solve problems Can describe do those things CliftonStrengths bestselling business all time, loaded with Learn Download Pdf Ebook mediafire, rapidgator, shared, uploading, uploaded Download Note If re looking free download links Pdf, epub, docx torrent then site not At Gallup, we recently began shifting brand We changing name engine powers based development around world online millions have usedHome Are Fully Charged wall street journal bestseller author six influential bestsellers, reveals three keys matter most our daily health being, engagement Tom Wikipedia born an American consultant on employee engagement, strengths, wellbeing, authorHe best known his studies wellbeing synthesizing research findings series About Eat Move Sleep Sleep Plan will guide through questions about current habits behaviors Once answered brief questions, application produce highly personalized report also send reminders each day About Author authors last decade He role human behavior health, economics TomCRath Twitter Verified account Researcher writer non fiction , children s producer film being http leading thinker His include New York Times Wellbeing Five Essential ElementsHe earned degrees University Michigan Pennsylvania Profiles Facebook View profiles named Join Facebook connect others may know gives power share polguru Tweets dad, grampa aging pol Concord, N H KILA ARE YOU FULLY CHARGED was released mid NYT WSJ sold than million copies Gallup discover theme register StrengthsFinder 2.0

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