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) In my opinion, strategic, learner, and ideation all work together to form my creativity and imagination. Strategic and ideation were very similar in description discussing the ability to look at problems from a point of view others may overlook, finding new and better solutions to problems, and being able to quickly assess situations and decide the best route …show more content…
Futuristic involves visualizing what I want to achieve or plans for the future, and it the reading mentions how others are often inspired by these insights (Clifton, 2006). Command portrayed someone who was a leader and could bring other people together to accomplish goals (Clifton, 2006). I feel I possess both of these strengths, but I do not think that I have mastered them completely. This could mostly be due to my youth and lack of general experience in the world. Also, I think that I have not fully applied these strengths in my current career because I am unhappy with my career and am working toward a change. However, there have been instances where I have been in charge of a group and usually have no trouble conceptualizing my ideas and directing the individuals in the group the accomplish our goal. I would like to utilize futuristic and command more by working toward a manager or director position in a career that also utilizes my
I personally liked the Character Traits/Feedback assessment because I was able to determine my results without being told my character traits. It was challenging for me to select negative traits because I wanted to display myself in a positive light but I realized both positive and negative traits make me who I am....
...nced, the information our subconscious soaks up. Creativity is what combines our consciousness with our subconscious, which helps us with things such as problem solving, strategizing, and art.
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.
Two strengths appeared when reviewing the emotional intelligence (EQ) assessment. The first, is my high self-awareness. This is a great asset of mine because I am able to recognize when I need to separate myself from the group in order to rejuvenate myself. Spending a significant about of time around one group of
Donald Clifton PhD (1924-2003) was a psychologist and creator of the concept. Over his years of research, Clifton developed positive leadership and strengths finders’ assessment. Gallup organization is an analytics company that helps to solve issues for employers and organizations, but was it known that the father of positive leadership psychology purchased Gallup Inc., this owner is Donald Clifton. Donald Clifton (1924-2003) was a professor, author, and businessman revolving around the concept of positive, strength psychology. In 2001 Clifton and Marcus Buckingham published a book about discovering the strengths of a person. This book went on to become a hit, to the point the book is still coming out with versions after Clifton’s death. Clifton’s first assessment StrengthFinders was published in 2001, since then it has been used widely in development programs by various industries. (Kohnen,
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).
Strengths. The. a. The adage of the ad Clifton Strengths Finder -. Retrieved January 20, 2012, from http://www.cd From http://www.strengthsfinder.com/home.aspx. Sullivan, E. J., & Decker, P. J. (2009).
The book of Jubilees is an ancient text that was found in the Qumran caves as well as many other Dead Sea Scrolls. Approximately fifteen Jubilee scrolls were found in different caves (two each in Caves 1 and 2, one in Cave 3, nine in Cave 4, and one in Cave 11). These manuscripts contain important information about the stories that we traditionally see in Genesis and beginning of Exodus. However, the book of Jubilees is not included in the Bible because it is considered a retelling of the stories that already existed in the two books of the Bible but written in a different context. In addition, the book of Jubilees is also known as the lesser genesis or the book of the division of times is “a retelling of the stories in Genesis and the first
The package offers a Personalised Feedback Report of test taker’s personality-based strength and weaknesses customise to the job level which is a good point of reference to support CV credibility.
After completing the Clifton strength finders test, I learned my dominant strengths and it gave me a sense on what areas I am strong in. It allows you to work in the areas that you are good in and not in the ones you might not be as strong in. My top five strengths were learner, connectedness, belief, positivity, and includer. A lot of these I figured I would have because I am an athlete and I love to be positive. That is good because I practice these strengths every day which in turn will make me better at them and will allow me to use them in my career.
The assessment helped me to deeply think about my career and the things that I would want in the organization that I hope to work for. I believe it to be an accurate assessment and helps an individual put what is important to them into perspective. It is often helpful in career counseling to have an indication of where the client is in terms of career decision or indecision (Whiston. 2017). This tool
For example, when leading a shift of mainly inexperienced officers, transformational leadership might suit me as I was focusing on inspiring followers and placing their self-interest aside for the good of the organisation. This included emphasising the value of organisational goals, mobilising the efforts of followers to implement change, and setting a moral example that builds on the ethical motives of followers. This also included when working in a more experienced group of officers, so I could inspire their values and beliefs in the organisation. (Pearson-Goff & Herrington,
Through the self-assessment instruments utilized in this program, I have gained wealth of knowledge about my strengths, and weaknesses and how they affect my personal and professional life. By using different exercises, I recognized new strengths and weaknesses. At the same time, I identified ways to develop my strengths and overcome my weaknesses. The Kolb Learning Style Inventory (LSI) identified some of my strengths as the ability to get things done, initiating, and taking risks (Kolb, 2007). In the Strongest Self Feedback Exercise, some of the feedback listed my strengths as having excellent interpersonal and communication skills, being self-confident, a fast learner, determined, hardworking, and an awesome listener (Drucker, 2005).
Other strengths include being self-confident, conscientious, diligent and determined. It was interesting to see my lower scores as well; the lowest average score was sensitivity (3.2), followed closely by self-assuredness and perception and empathy. Although I consider myself sensitive, I believe the sense of sensitivity does not apply as often towards others I interact with. For example, I often speak my mind and voice my opinion with little thought of the consequence or impact it might have on those around me. Thus, sensitivity is not one of my existing strengths, but rather an opportunity for growth. I also found it interesting to note how I scored significantly lower in the human skill, and higher in technical, which I did not expect. This score likely correlates with my score form the LTQ, which identified room for improvement in relating with
Executive assessment findings regarding my strengths as scored by others include the following: interpersonal competence, supportive leadership, assertive leadership, professional competence, conceptual competence, and socio-political awareness. The highest scores were never self-serving, never inaccessible, and assertive leadership. My strengths as determined by superiors, peers, and subordinates indicate that I possess effective leadership, professional competence, and an even keel