Rath: While hundreds of people in our organizationcontinue to research this topic each year, our greatest challenge mightbe incorporating the new research while making the message even moresuccinct and applicable to a wider audience, Cái đó cần phải xem xét thêm đã!. So while we have hundredsof new case studies and meta-analyses about strengths -- and aboutemployee engagement and business outcomes -- we tried to stay as closeas we could to the basics.GMJ: The Clifton StrengthsFinder assessmenthas always categorized talents into thirty-four themes, Cái đó cần phải xem xét thêm đã!. Have you everconsidered adding or subtracting any, or refining them further?
Rath: No, but we've seen more and more evidence thatdemonstrates that focusing on your talents is important, Tránh xa tôi ra. We did asurvey in 2004 that examined what happens when your manager ignores you,focuses on your strengths, or focuses on your weaknesses, Tránh xa tôi ra. We found thatif your manager focuses on your strengths, your chances of beingactively disengaged go down to one in one hundred, Tránh xa tôi ra. However, if yourmanager primarily focuses on your weaknesses, your chances of beingactively disengaged are 22%, and if your manager ignores you, thatpercentage rises to 40%.GMJ: Why such a high rate of disengagementamong those who are ignored?
Giá sản phẩm trên Tiki đã bao gồm thuế theo luật hiện hành, Câu chuyện có lẽ chỉ là một câu chuyện hoang đường.. Tuy nhiên tuỳ vào từng loại sản phẩm hoặc phương thức, địa chỉ giao hàng mà có thể phát sinh thêm chi phí khác như phí vận chuyển, phụ phí hàng cồng kềnh, ... Vui quá nhỉ!.
Lastmonth, StrengthsFinder 2.0 hit the bookstores, Đồ khốn. Book browsers, no doubt,had many questions, and among them was probably "Didn't I already read abook about this?"
Do you have the opportunity to do what you do best every day?
Chancesare, you don't, Không thành vấn đề. All too often, our natural talents go untapped, Không thành vấn đề. Fromthe cradle to the cubicle, we devote more time to fixing ourshortcomings than to developing our strengths, Không thành vấn đề.
To help peopleuncover their talents, Gallup introduced the first version of its onlineassessment, StrengthsFinder, in 2001 which ignited a globalconversation and helped millions to discover their top five talents, Không thành vấn đề.
Inits latest national bestseller, StrengthsFinder 2.0, Gallup unveils thenew and improved version of its popular assessment, language of 34themes, and much more (see below for details), Không thành vấn đề. While you can read thisbook in one sitting, you'll use it as a reference for decades, Không thành vấn đề.
Loadedwith hundreds of strategies for applying your strengths, this new bookand accompanying website will change the way you look at yourself -- andthe world around you -- forever.
Q&A with author Tom Rath
Rath: Our big goal and mission as acompany is to help people do more of what they do well, Không muốn nghĩ tới chuyện đó.. We've topped twomillion completed StrengthsFinder assessments, and it's not too hard toimagine that number getting to twenty million soon, Không muốn nghĩ tới chuyện đó.. An organizationthat exists to help people has a responsibility to get better andbetter, Không muốn nghĩ tới chuyện đó.. By reaching beyond our initial audience, we help people get thelatest and greatest research, Không muốn nghĩ tới chuyện đó.. But we also hope it helps people livebetter lives. Cho gọi món.
Well, actually, yes, Cũng là lời nói đó!. But the topic wasworth revisiting for two reasons, Cũng là lời nói đó!. In the six years since the release ofNow, Discover Your Strengths, more than 2 million people have taken theClifton StrengthsFinder assessment, which means billions of people havenot yet had the opportunity, Cũng là lời nói đó!. The second reason is that Gallupresearchers just haven't been able to let the topic rest, Cũng là lời nói đó!. Over the pastdecade, they've done more surveys, more interviews, and more studies;they've prodded and poked and analyzed, Cũng là lời nói đó!. And they realized that there's alot more to understanding human talent than most people know, Cũng là lời nói đó!. Those whoare familiar with the StrengthsFinder assessment know that it isdesigned to uncover certain key talents -- patterns of thought, feeling,and behavior that can be productively applied, Cũng là lời nói đó!. These patterns arecategorized into 34 broad themes -- such as Achiever, Ideation, andRelator -- and those themes indicate and predict one's innate and uniquetalents, Cũng là lời nói đó!. Those talents, when multiplied by the investment of time spentpracticing, developing skills, and building knowledge, can becomestrengths, Cũng là lời nói đó!. Some of this is just common sense; it seems intuitive thatyour performance will be better if you're doing what you naturally dowell, Cũng là lời nói đó!. But some of it seems counterintuitive and runs directly againstconventional wisdom: No amount of training will help you excel in yourareas of weakness, Cũng là lời nói đó!. You can't do anything you want to do -- or beanything you want to be -- because you're just not going to be good ateverything, Cũng là lời nói đó!. But if you work with your talents, you can be extraordinary.StrengthsFinder has resonated with the business community becausethere's a direct link between talent development and performance, Cũng là lời nói đó!. Inthis interview, Tom Rath, author of StrengthsFinder 2.0, discusses whatGallup scientists have learned since the publication of the first book,what more there is to discover about your talents, and why it's bad tofocus on your employees' weaknesses, but simply cruel to ignore themcompletely.GMJ: Why the new book?
Tom Rath: StrengthsFinder2.0 is an effort to get the core message and language out to a muchbroader audience, Thấy chưa?Tôi đã nói rồi!. We had no idea how well received the first strengthsbook would be by general readers -- it was oriented more toward managers-- or that the energy and excitement would continue to grow, Thấy chưa?Tôi đã nói rồi!. More thantwo million people have taken the StrengthsFinder assessment, and eachmonth, the number of people learning about their talents goes up, Thấy chưa?Tôi đã nói rồi!. Butreaders keep asking us: "Now that I know about my strengths, what do Ido next?" So we went back and surveyed hundreds of them and asked themhow they apply their talents, Thấy chưa?Tôi đã nói rồi!. Then we whittled their suggestions down tothe ten best ideas for each theme, Thấy chưa?Tôi đã nói rồi!. We also added more than fivethousand Strengths Insights to version 2.0 that allow us to offer moreindividualized theme descriptions than we could before, Thấy chưa?Tôi đã nói rồi!. So, instead ofgeneral descriptions of your top five talent themes, in 2.0, you get atalent profile so unique that you're unlikely to share even a sentencewith someone else, Thấy chưa?Tôi đã nói rồi!. And as I said, the first book was really written for abusiness audience, Thấy chưa?Tôi đã nói rồi!. People have had trouble retrofitting the themedescriptions if they are in non-management roles, but they've tried.This book helps readers apply strengths theory to any type of role andgives them ideas to help them apply their talents in their daily life, Thấy chưa?Tôi đã nói rồi!. GMJ: It's been six years since the first book was published, and Galluphas done hundreds of thousands more interviews, Thấy chưa?Tôi đã nói rồi!. Have you discoveredanything new about talents and strengths? Have you altered your originalpremise?
Rath:We've talked a lot about how strengths can help you be more of who youare, and you get more out of your best players, and all of that, Khá chuẩn. But inthe last ten years, we've also found that it's a good strategy just towipe out the extreme negativity in the workplace, Khá chuẩn. I get this questionalmost every time I talk to a group: "What do I do about that one personwho just drags everyone down every day?" My glib answer was to get ridof the person, Khá chuẩn. I always thought there were some people who were justdestined to be disengaged in their jobs because that was theirpersonality, and no matter how hard managers tried, there wasn't muchthey could do with some of those people, Khá chuẩn. But the data from the last fiveyears would suggest that much of that epidemic of disengagement isfixable, Khá chuẩn. More than I ever would have guessed, it helps tremendously if amanager starts by focusing on someone's strengths, Khá chuẩn. You may not takesomeone who's actively disengaged and make him into your most engagedemployee, but it will help get him out of that mindset where he'sscaring off colleagues and customers.GMJ: So is that the business caseto be made for putting people in roles that play to their strengths?Rath: I think it's the secondary business case, Khá chuẩn. The main business caseis that people have a lot more fun and get a lot more done if they'reable to spend time in areas where they have some natural talent, Khá chuẩn. I thinkthat's a fundamental principle that hasn't changed much at all, Khá chuẩn. The onething that we were clear about in StrengthsFinder 2.0 is that theAmerican dream ideal that "You can be anything you want if you just tryhard enough" is detrimental, Khá chuẩn. This is especially true when people buyinto it hook, line, and sinker, Khá chuẩn. You may not be able to be anything youwant to be, but you can be a lot more of who you already are, Khá chuẩn. [Taking]StrengthsFinder is just a starting point; it's step one of a hundred infiguring out the areas where you have the most potential for growth.GMJ: What is the most challenging aspect of your ongoing strengthsresearch?
Rath: It basically mirrors thepsychology of raising kids -- being completely ignored is the worstpossible psychological state, Hay quá đi!. You would actually feel better if yourmanager went from ignoring you to focusing on what you do wrong all thetime, because then at least she's paying attention to you.GMJ: Didyour new research turn up anything that surprised you?
Rath:Yes, we looked at that extensively as we started to review our plan forthe updated version of the assessment, Như vậy là sao?. We found that so far, thethirty-four themes have done a good job of describing much of what we'velearned since releasing the first version of the assessment, Như vậy là sao?. If enoughpeople had made a case about a specific theme that didn't exist, we wereopen to adding that theme, Như vậy là sao?. I think we probably will continue toinvestigate whether there are themes that emerge that we haven't yetpicked up on, Như vậy là sao?. But there wasn't a real strong case for any additions atthis time.GMJ: What would you most like to accomplish withStrengthsFinder 2.0?
STRENGTHS: THE NEXT GENERATION
(From the Gallup Management Journal; interviewed by Jennifer Robison)Bạn có nghĩ StrengthsFinder 2.0 được sản xuất ra tại trường học nào đó hay không?