In this episode of the 5 Leadership Questions podcast Todd Adkins and Barnabas Piper are joined by Daniel Im to talk about how to use the popular and helpful Strengths Finder assesment that was developed by Gallup. It has come up on the podcast many times, so now they dig into how it works and how it should (and should not) be used by organizations and individuals.
- In brief, what is Strengths Finder?
- How do you use this for putting together and leading a team?
- What are your top strengths?
- How can people use Strengths finder for personal or professional growth?
- What do these tell you about the kind of job to look for or how you fit in a team?
“The best of the best focused on what they wee great at.”
“The best of the best found a way to manage their weaknesses instead of focusing all their strength on it.
“If the best of the best couldn’t find ways to develop their strengths at work they found another venue to do that.”
“Talent multiplied by investment equals strength.”
“You can adjust how much investment you put in something. You can’t adjust how much raw talent you have.”
“When talent works hard the ‘10,000 hours rule’ goes out the window.”
“Hire the person, not the position.”
“I look for a person who will complement the strengths we already have on the team.”
“There’s a fine line between an executor and an executioner.”
“Strengths Finder has more to do with how people approach work than what they are good at.”
“One of the faulty things people do with assessments is defining themselves by it.”
“Align your strengths to the position. If you can’t, don’t take it.”
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