This eBook is licensed to Daryl Trembath, [email protected]

1 This eBook is licensed to Daryl Trembath, PRESS1330 Avenue of the Americas17th FloorNew York, NY 10019 ISBN: 978-1-59562-024-8 gallup Strengths Center version July 2015 Copyright 2007, 2015 gallup , rights reserved, including the right of reproduction in whole or in part in any , Clifton StrengthsFinder , gallup Press , Q12 , StrengthsFinder , and the 34 Clifton StrengthsFinder theme names are trademarks of gallup , Inc. All other trademarksare property of their respective Q12 items are gallup proprietary information and are protected by law. You may notadminister a survey with the Q12 items or reproduce them without written consent fromGallup.

2 Copyright 1993-1998 gallup , Inc. All rights eBook is licensed to Daryl Trembath, of ContentsDonald O. CliftonIMPORTANT Information About Taking Clifton StrengthsFinderStrengthsFinder: The Next GenerationPART I: Finding Your Strengths An IntroductionPART II: Applying Your StrengthsThe 34 Themes and Ideas for ActionAchieverActivatorAdaptabilityAnaly ticalArrangerBeliefCommandCommunicationC ompetitionConnectednessConsistencyContex tDeliberativeDeveloperDisciplineEmpathyF ocusFuturisticHarmonyIdeationIncluderInd ividualizationInputIntellectionLearnerMa ximizerPositivityRelatorResponsibilityRe storativeSelf-AssuranceSignificanceStrat egicWooVFAQ (VERY Frequently Asked Question)This eBook is licensed to Daryl Trembath, O.

3 Clifton1924-2003 Inventor of the Clifton StrengthsFinder and recognized as the Father of Strengths-Based Psychology by an American Psychological Association PresidentialCommendationThis eBook is licensed to Daryl Trembath, Information About TakingClifton StrengthsFinderYour eBook retailer will provide you with your unique, one-use-only access totake the Clifton StrengthsFinder assessment that is included with this book. Totake the assessment, visit eBook is licensed to Daryl Trembath, Next GenerationIn 1998, I began working with a team of gallup scientists led by the late Fatherof Strengths Psychology, Donald O.

4 Clifton. Our goal was to start a globalconversation about what s right with were tired of living in a world that revolved around fixing ourweaknesses. Society s relentless focus on people s shortcomings had turnedinto a global obsession. What s more, we had discovered that people haveseveral times more potential for growth when they invest energy in developingtheir strengths instead of correcting their on gallup s 40-year study of human strengths, we created alanguage of the 34 most common talents and developed the CliftonStrengthsFinder assessment to help people discover and describe these in 2001, we included the initial version of this assessment with thebestselling management book Now, Discover Your Strengths.

5 The discussionquickly moved beyond the management audience of this book. It appears thatthe world was ready to have this the past few years alone, millions of people have participated inStrengthsFinder and learned about their top five themes of talent and Now,Discover Your Strengths has spent more than five years on the bestseller assessment has since been translated into more than 20 languages and isused by businesses, schools, and community groups in more than 100 nationsaround the world. Yet when it comes to creating strength-based families,communities, and workplaces, we still have a lot of work to the past decade, gallup has surveyed more than 10 million peopleworldwide on the topic of employee engagement (or how positive andproductive people are at work), and only one-third strongly agree with thestatement: At work, I have the opportunity to do what I do best every day.

6 And for those who do not get to focus on what they do best theirstrengths the costs are staggering. In a recent poll of more than 1,000people, among those who strongly disagreed or disagreed with this whatI do best statement, not one single person was emotionally engaged on stark contrast, our studies indicate that people who do have theopportunity to focus on their strengths every day are six times as likely to beengaged in their jobs and more than three times as likely to report having anexcellent quality of life in , our research also suggests that having someone at work whoregularly focuses on your strengths can make a dramatic difference.

7 In 2005,we explored what happens when managers primarily focus on employees strengths, primarily focus on employees weaknesses, or ignore we found completely redefined my perspective about how easy it may beto decrease the active disengagement, or extreme negativity, that runs rampantin your managerprimarily:The chances of your being activelydisengaged are:Ignores you40%Focuses on yourweaknesses22%Focuses on yourstrengths1%As you can see from these results, having a manager who ignores you iseven more detrimental than having a manager who primarily focuses on yourweaknesses. Perhaps most surprising is the degree to which having a managerwho focuses on your strengths decreases the odds of your being miserable onthe job.

8 It appears that the epidemic of active disengagement we see inworkplaces every day could be a curable disease .. if we can help the peoplearound us develop their s New in StrengthsFinder research and knowledge base on the topic of human strengths haveexpanded dramatically over the past decade. StrengthsFinder picks upwhere the first version left off, and it is designed to provide you with the latestdiscoveries and strategies for application. The language of 34 themes remainsthe same, but the assessment is faster and even more reliable. And, the resultsyield a much more in-depth analysis of your you have completed the online assessment, you will have access topersonalized reports and tools, including the comprehensive Strengths Insightand Action-Planning Guide that is based on your StrengthsFinder guide features an in-depth dive into the nuances of what makes youunique, using more than 5,000 new personalized Strengths Insights that wehave discovered in recent far beyond StrengthsFinder s shared theme descriptions, whichcan be found in Part II of this book.

9 These highly customized Strengths Insightswill help you understand how each of your top five themes plays out in yourlife on a much more personal level. For example, even though you and a friendmay both have the same theme in your top five, the way this theme ismanifested will not be the same. Therefore, each of you would receive entirelydifferent, personalized descriptions of how that theme operates in your new Strengths Insights describe what makes you stand out whencompared to the millions of people we have guide also includes 10 Ideas for Action for each of your top fivethemes. So, you will have 50 specific actions you can take ideas we culledfrom thousands of best-practice suggestions that are customized to your topfive themes.

10 In addition, the guide will help you build a strengths-baseddevelopment plan by exploring how your greatest natural talents interact withyour skills, knowledge, and experience. And the new website includes severalother resources you can use to learn more about your strengths and the strengthsof learning about your strengths may be an interesting experience, itoffers little benefit in isolation. This new book, assessment, website, anddevelopment guide are all about application. If you want to improve your lifeand the lives of those around you, you must take action. Use the personalizeddevelopment guide to align your job and goals with your natural talents.