According to my StrengthsQuest StrengthsFinder survey, my top five strengths are Belief, Command, Activator, Achiever, and Significance (Gallup 2010). The survey presented these areas of my personality in such a way that I had never previously thought. A few were understood as primary while the other top strengths were significant as they revealed more about my inner compass than I knew.
Our assignment calls for describing in detail how we use or plan to use these strengths in our life. The initial strength, Belief is a powerful focus point for me. I understand fundamentally that having strong values can help shape decisions at work and in life. My religious denomination helps with that in it provides a set of absolutes during primary education …show more content…
As well, the end of the guide gives two tools in particular, which will help put your information into action. If an organization were to include these tools into its beginning leadership training, there would be immediate benefits felt in operational areas. When senior leaders are familiar with the subordinate leader’s personal makeup, it is easier for them to communicate in ways that are more meaningful. In that regard, it is also helpful when a senior leader can establish goals in such a way to motivate each leader individually, but accomplish the overall division goal. The Action Planning Guide has two tools that I find particularly helpful. First, the Awareness section gives a description or insights into your top themes and provides questions for them to help increase your understanding of what they really mean (Gallup,2010). Second, the Application section provides areas or ideas on how you can apply those top themes. The section also gives questions for you to consider so that you may find other ways to use the listed …show more content…
Should an organization take the time to teach its leadership how to really interact with their staff, communicate on their level and find ways to match behaviors to goals; there truly would be a great success in the workplace. A great lecturer once said that most people go to their graves with their music still inside them” (Holmes, 1858.) Meaning we should find each person 's strengths.
An organization that wishes to retain employees should take the time to learn what makes staff members feel engaged and fully employed. Do they feel that they have a voice? Do they feel like their leaders listen? As well if these staff members feel their words aren’t heard or their leaders do not care about their feelings only outcomes; there will always be a disconnect between the two parts of the company. In theory, the StrengthsFinder surveys can be used in reverse. Managers or the Human Resources department can issue the survey upon hire and forward the report to front line supervisors. During the initial departmental training, supervisors can review the report with the employee and discuss how the employee is best communicated with. As well, the supervisor can discuss the action items with the staff member so that he or she can develop those areas. Later during performance evaluations, they both can discuss whether or not progress has been made. This open communication will great
Our assignment calls for describing in detail how we use or plan to use these strengths in our life. The initial strength, Belief is a powerful focus point for me. I understand fundamentally that having strong values can help shape decisions at work and in life. My religious denomination helps with that in it provides a set of absolutes during primary education …show more content…
As well, the end of the guide gives two tools in particular, which will help put your information into action. If an organization were to include these tools into its beginning leadership training, there would be immediate benefits felt in operational areas. When senior leaders are familiar with the subordinate leader’s personal makeup, it is easier for them to communicate in ways that are more meaningful. In that regard, it is also helpful when a senior leader can establish goals in such a way to motivate each leader individually, but accomplish the overall division goal. The Action Planning Guide has two tools that I find particularly helpful. First, the Awareness section gives a description or insights into your top themes and provides questions for them to help increase your understanding of what they really mean (Gallup,2010). Second, the Application section provides areas or ideas on how you can apply those top themes. The section also gives questions for you to consider so that you may find other ways to use the listed …show more content…
Should an organization take the time to teach its leadership how to really interact with their staff, communicate on their level and find ways to match behaviors to goals; there truly would be a great success in the workplace. A great lecturer once said that most people go to their graves with their music still inside them” (Holmes, 1858.) Meaning we should find each person 's strengths.
An organization that wishes to retain employees should take the time to learn what makes staff members feel engaged and fully employed. Do they feel that they have a voice? Do they feel like their leaders listen? As well if these staff members feel their words aren’t heard or their leaders do not care about their feelings only outcomes; there will always be a disconnect between the two parts of the company. In theory, the StrengthsFinder surveys can be used in reverse. Managers or the Human Resources department can issue the survey upon hire and forward the report to front line supervisors. During the initial departmental training, supervisors can review the report with the employee and discuss how the employee is best communicated with. As well, the supervisor can discuss the action items with the staff member so that he or she can develop those areas. Later during performance evaluations, they both can discuss whether or not progress has been made. This open communication will great