Gallup organization is a very successful large performance management consulting company that operates all over the world. It was established in 1935 by George Gallup and initially named The American Institute of Public Opinion (Gallup Company,2016). The company became popular and leader in doing polls after George Gallup predicted in 1936 that President Franklin Roosevelt will be re-elected to serve his second term. According to the Gallup website the mission of the organization is: We change the world one client at a time through extraordinary analytics and advise on everything important facing humankind (Gallup, 2016)
The company offers several services and products to many organizations using research and strategic thinking.
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It is the second online assessment version created by Don Clifton, the chairman and CEO of the company (Gallup,2016). StrengthsFinder is an instrument or tool that help an individual discover his/her leadership strength . It also gives advise and insight on how to improve, develop one person’s strengths to be an effective leader to his followers. It is a personality test made up of 177 stimuli that the respondent need to answer. At the end, answers were evaluated and put into 34 themes and this theme will be classified into four primary leadership domains of strengths (Executing, Influencing, Relationship Building and Strategic Thinking)( Asplund, J. et. al. , 2007). It will show the individual’s top 5 talents or themes and what domain it belongs. Aside from providing the top 5 personal strength, it also gives advice on how to nurture, enhance, develop and maximize these talents to help you to be a better person and an effective leader. With regards to its reliability, StrengthsFinder is very consistent which makes it very reliable. Based on information provided in the technical report, the test and retest reliability showed almost the same result of percentage in all 34 themes (Asplund J. et. al , 2007 p.11). The internal consistency of StrengthsFinder has also similar result in all 34 themes. This makes it very reliable. The validity of the StrengthsFinder 2.0 is very strong. Based on categories used in measuring the validity of the test the outcome was very strong . Clifton and his researchers has 30 years history of studying behavior and traits of over 2 million of subjects that they conduct in several places (Asplund, J. et. al. 2007 p.15). The construct validity was also strong for this instrument. There was only less than 2% of the theme or talent pairs failed to meet the 70% criterion which makes it overall very positive result (Strengths, 2007 p. 18). Using
Before taking the StrengthsFinder® assessment I didn’t know what type of leader I was, but I felt I had leadership traits that I could not describe. After answering several questions from the Clifton StrengthsFinder® 2.0, I found out my top five strengths. These strengths consist of individualization, arranger, learner, input and responsibility. The purpose of this paper is to go over my top five strengths to talk about which four domains of leadership these strengths fall under, how class material is applied, and the actions to best utilize my strengths.
Kaifi, B. A. (2010). Strengths based leadership. Journal of Applied Management and Entrepreneurship, 15(1), 139-141. Retrieved from http://search.proquest.com/docview/203918383?accountid=12085
In the lecture presentation by Dr Homes (Homes) he discussed how the strength-finder is a tool that he uses in his operations to help and identify strengths that both compliment and fill missing gaps. These assessments help identify compatibility. Compatibility includes your co-workers, superiors, subordinates and other in the work place but also in your personal life. He discussed the need to understand the strength of others so that we can relate to them better. And by relating better, we are able to manage, motivate and lead them better. He clearly articulated the value of the strength finder assessment for better leadership.
As a matter of self-knowledge, I have taken the Clifton StrenghtsFinder assessment, my five top strengths were revealed. Rath explains that my results are unique to me. Even though others may share one or more of the strengths identified for me, they may be manifested in other ways. As an Achiever, the assessment explains that I am a self-motivated, hard worker who can spend hours studying, reading, and researching. I enjoy sharing my knowledge and skills through coaching, mentoring, or training. I set lofty goals for myself and relentlessly pursue them.
The Clifton StrengthsFinder assessment with a fun experience that provided very useful information about myself. The questions were interesting and thought provoking. However, the time limit on each question meant that most responses were my first instinct or gut response. I think the time limit keeps a person from over thinking the questions and makes them respond with an answer that is true to who they are. I agree with the five strongest areas identified in my assessment which were strategic, futuristic, learner, command, and ideation (Clifton, Anderson, & Schreiner, 2006)
Strengths Finder 2.0 uses an online assessment to evaluate the individuals unique talents by having the taker rate how they view a particular question in 20 seconds or less (Rath, 2007). After taking the assessment, my five strengths were determined to be achiever, maximizer, input, arranger, and relator (Gallup StrengthsFinder, 2012).
Assessment tools can be a good start for individuals to assess their leadership characteristics and skills, such as Grossman and Valiga’s Leadership Characteristcs and Skills Assessment (Grossman and Valiga, 2013). These tools may be helpful but its accuracy is questionable. The assessment can overestimate or underestimate an individual’s skills since it is a self-subjective administered assessment that is biased towards the taker. An overconfident person may perceive their skills highly and an under confident person may have low results.
The general personality traits, which are related to success both in and outside the workplace, are all inherent in my answers given in the Leadership Assessment Quiz. With statements such as, “it is easy for me to compliment others” and “team members listen to me when I speak,” it is apparent I possess these characteristics. Whereas my task- related personality traits associated with successful leadership, such as courage, still need to be developed. Not only do I know this in myself, but it is clearly pointed out throughout the test, with statements such as, “resolving conflict is an activity I enjoy” and “I would enjoy coaching other members of the team”.
Being able to know individual strengths and weaknesses is so crucial in our lives other than our careers. It is not only the positivity 's that matters, the negativities are very crucial too because they make us work harder to improving and getting better in what we do by helping us to achieve our goals after going through all those experiences. I have rated myself as a nurse by using the nurse manager inventory tool and saw a lot of competences on my experiences/skills. I also rated my strength and weaknesses. "According to Merriam-Webster 's collegiate(R) dictionary, Strength is defined as the quality or state of being strong" (Strength. 2012). "Weaknesses is defined as lack of strength" (Weakness. 1997). "Self-Understanding helps individual in his or her recognition of weaknesses assisting the person to overcoming any shortcomings in the nursing field" (Carson, 2005). To be a good leader, you must be empowered with the Knowledge on strengths and weaknesses. "Personal accountability hold us responsible for the work that we do followed by the quality of their actions by others (Basset, 2005). With this paper, I will be able to write after rating myself on strengths and weaknesses in connection to personal and professional accountability, career planning, personal journey discipline, and reflective practice reference /tenets. Again, I am going to discuss on how to use current leadership skill to advocate for change at workplace. Finally, I am going to recognize and implementation plan on achieving personal goal on leadership growth.
The self-assessment test shows people their areas of strengths and weaknesses (Bethel University, 2014). In order to achieve success people must learn to use their strengths and improve their weaknesses. The first step in this process is learning which skills are strengths and which are weaknesses (Bethel University, 2014). After taking the test I was pleased to find I had more strengths than weaknesses. However, the test brought to light issues that I did not realize could be hindering my success. My management skills need the most improvement.
Many individuals and organizations, uses these tools to evaluate leadership abilities. It is almost similar to a SWOT analysis, which measures strengths, weaknesses, opportunities and treats. I find the LCSI extremely effective because it assesses leadership competencies in five major areas: personal, analytical, communication, organizational and positional competencies. Then, it further operationalizes the five important skills into core qualities that exceptional leaders own. After completing my scorecard, I was able to do my SWOT analysis. It assisted me to identify my strong and weak areas. In this pape...
Keeping business and other organizations doors open for business is our function and we accomplish this with many tools. Research is our most deadly weapon against business and organizational failures. After our company takes a thorough and objective audit of the business, we then make recommendations for what should be done. Our company however also tries to be proactive and innovative with our recommendations in hopes to get a first mover’s advantage on the competition.
other companies providing similar services for specific groups, having good connections at governmental agencies level;
The strengths that were brought to my attention through this self-assessment were critical thinking and reasoning, determination, responsibility, ability to get along with others, and seeking support from others. A few of these strengths represent my maturity level and my ability to work with others even if it includes reaching out for help (Bethel
According to the study of this course, I have learned many useful management skills and I feel like these skills will be applied to my future career development. When working on the self- assessment tests, I found myself fall into the category of the ISTJ personality types, which as illustrated by Myers Briggs, is the type of personality that is conscientious, considerate, and helpful. Personality traits such as honest, dutiful, practical and responsible are my strengths; personality traits such as stubborn, insensitive and poor communication skill are my weaknesses. Related to the knowledge I have learned in the course I believe both strengths and weakness will have influence to my future career development. In this reflection paper, I will demonstrate the strengths and weaknesses that may place the most influence on my way of success.