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Strengths intro
- 1. + Nature of Strengths Human Services Career Discovery HMNS 10078 Intro to Strengths Exploration
- 2. + Gallup Asked the Following Questions: Which would help you be more successful in your life? …knowing what your weaknesses are and attempting to improve your weaknesses? or …knowing what your strengths are and attempting to build on your strengths?
- 3. + Positive Psychology Deficit Approach Strength-based Approach Study what is wrong with people Study what is right with people
- 4. + What is a Strength? A strength is the ability to provide consistent, near- perfect performance in a given activity. The key to building strength is to first identify your dominant themes or talents.
- 5. + Outcomes ofStrengths-Based Development Workplace: increases in employee engagement and productivity Education: improved attendance, grades Relationships: sees unique strengths of others and optimize team relationships Community: increased civic engagement
- 6. 5 Clues toTalent 1. What are you naturally inquisitive about? 2. What activity are you engaged in when the time flies by? 3. What activity gives you a great deal of satisfaction? 4. What do you pick up rapidly? 5. What can you do to near perfection?
- 7. + 3 Myths that Keep You From Living a Life that Plays to Your Strengths: 1. Myth: As you grow you change. 2. Myth: You have the opportunity to grow most where you are weak. 3. Myth: You must continue to “chip in” for the good of the team even when the task does not play to your strengths. Yes, but…
- 8. + 34 StrengthQuest Themes 1. Achiever 12. Context 23. Input 2. Activator 13. Deliberative 24. Intellection 3. Adaptability 14. Developer 25. Learner 4. Analytical 15. Discipline 26. Maximizer 5. Arranger 16. Empathy 27. Positivity 6. Belief 17. Focus 28. Relator 7. Command 18. Futuristic 29. Responsibility 8. Communication 19. Harmony 30. Restorative 9. Competition 20. Ideation 31. Self-Assurance 10. Connectedness 21. Includer 32. Significance 11. Consistency 22. Individualization 33. Strategic 34. Woo
- 9. + StrengthsQuest & Learning *top 5 Strengths Finder Themes for Peggy French Intellection Loves to engage in intellectual discussions. Individualization Builds productive teams because talents and strengths of members understood Learner Desire to continuously improve Achiever Has stamina and a high level of motivation Competition Pushes self and others to be the best
- 10. + Jessica’s Daily Affirmation http://www.youtube.com/watch?v=qR3rK0kZFkg
- 11. + Talents Which main talent is Jessica exhibiting?
- 12. + 34 StrengthQuest Themes 1. Achiever 12. Context 23. Input 2. Activator 13. Deliberative 24. Intellection 3. Adaptability 14. Developer 25. Learner 4. Analytical 15. Discipline 26. Maximizer 5. Arranger 16. Empathy 27. Positivity 6. Belief 17. Focus 28. Relator 7. Command 18. Futuristic 29. Responsibility 8. Communication 19. Harmony 30. Restorative 9. Competition 20. Ideation 31. Self-Assurance 10. Connectedness 21. Includer 32. Significance 11. Consistency 22. Individualization 33. Strategic 34. Woo
- 13. + Here isWhat Gallup Knows About Top Achievers: Top achievers fully recognize their talents and build on them to develop strengths. Top achievers apply their greatest talents in roles that best suit them. Top achievers invent ways to apply their greatest talents to their achievement tasks. (Strengthsquest, p.8)
- 14. + 3 Stagesof Strength Development At the individual level strengths based development involves three stages: 1. Identification and celebration of talents 2. Deliberate integration of talents 3. Applying - intentionally living a life that plays to strengths Talent + Knowledge + Skill= Strength
- 15. + Analyzing theEquation Talent = naturally recurring pattern of thought, belief, or behaviour that can be productively applied. Basically the innate capacity to do something. Knowledge = facts and lessons learned Skill = basic ability to perform specific steps of an activity Talent + Knowledge + Skill= Strength
- 16. + Pop Quiz Break: Skill, Talent or Knowledge 1. An innate desire to outperform the competition. 2. A familiarity with the basic rules of the game. 3. The ability to pitch a curveball. 4. Knowing the basic plays the team uses during the game. 5. The aptitude of rebounding the basketball.
- 17. + Workplace Engagement Gallup Research (Oct 2005 survey of US employees): 31 percent were "engaged" at work 52 per-cent were "not engaged" 17 percent were "actively disengaged.” Best fit = roles that match your greatest talents Check out StrengthsQuest – Chapter 12
- 18. + Career Discovery’s Goal Mohawk’s Human Services Foundation wants you here: 31 percent were "engaged" at work * Even if this means you leave Human Services
- 19. + I Believe My Most Dominant Strengths Theme Is... Where am I most frequently using my dominant theme? In what areas, roles, responsibilities? How often am I using this dominant theme? (minutes or hours per day/week?) In what specific activities am I tending to use this dominant theme? What am I doing to develop and nurture this dominant theme? What am I doing to make it stronger, faster, more efficient, more flexible or versatile? Where and how am I applying this theme to become more effective or successful? a. interpersonal relationships b. learning/academics c. career preparation d. Spiritual life
- 20. + What is a StrengthsQuest? Your Quest addresses your personally meaningful questions Your Quest is an adventure of discovery Discovering your talents Figuring out the connection between your past achievements and talents Your Quest generates optimism Your Quest provides a sense of direction Your Quest generates confidence...your potential for excellence Your Quest generates a sense of vitality...satisfaction and motivation
- 21. + What is a StrengthsQuest? Following on the definition of QUEST…. We will be doing a fair number of assessments throughout this semester to assist you in finding your path StrengthsQuest will be our hook or framework throughout the semester We will continue to reflect back, integrate, and comment on our Strengths even as we continue with our other assessments Please keep up with the readings!
- 22. "If we couldfirst know where we are, and whither + we are tending, we could then better judge what to do, and how to do it." Abraham Lincoln
Editor's Notes
- #4 Donald Clifton, 30 years of research in 1950s
- #14 Leaders – don’t all have the same qualitiesTeachers – don’t all have the same qualities
- #15 This process involves many steps, including identifying things done at excellence, claiming them as strong points, naming them, sharing them with others, consciously thinking about how performance can be maximized if behaviors and talents are aligned, adding necessary knowledge and skills, and actively using the talents whenever possible.
- #16 This process involves many steps, including identifying things done at excellence, claiming them as strong points, naming them, sharing them with others, consciously thinking about how performance can be maximized if behaviors and talents are aligned, adding necessary knowledge and skills, and actively using the talents whenever possible.
- #18 Let's look at that 17 percent. These aren't just people who don't do their work well -- they actively disrupt the work of others. Companies would be better off paying them to stay home. And Gallup estimates that those actively disengaged employees cost the U.S. economy approximately $300 billion per year in lost productivity.
- #19 Let's look at that 17 percent. These aren't just people who don't do their work well -- they actively disrupt the work of others. Companies would be better off paying them to stay home. And Gallup estimates that those actively disengaged employees cost the U.S. economy approximately $300 billion per year in lost productivity.